Recruitment, Relocation, and Retention Incentives in Federal Agencies - 2006

RecRuitment, Relocation, and Retention incentives calendaR YeaR 2006 ___ RepoRt to the congRess Working for America United StateS Office aUgUSt 2007 Of PerSOnnel ManageMent A MESSAGE FROM THE DIRECTOR OF THE U.S. OFFICE OF PERSONNEL MANAGEMENT I am pleased to present the U.S. Office of Personnel Management’s (OPM’s) report to Congress on the use of recruitment, relocation, and retention incentives in Federal agencies for calendar year 2006. In 2006, 47 agencies paid 22,764 recruitment, relocation, and retention incentives to employees that were worth more than $140 million. The mission of OPM is to ensure the Federal Government has an effective civilian workforce. In light of the upcoming retirement wave and the increasing competition for talent we face, it is crucial for agencies to have the necessary human capital flexibilities to attract and retain the talent they need to meet their specific agency missions. OPM has led the way to encourage agencies to implement effective human capital strategies to attract and retain highly-qualified individuals for Federal service. Section 101(c) of the Federal Workforce Flexibility Act of 2004 (Public Law 108-411, October 30, 2004) requires OPM to submit a report annually to specified committees of the United States Senate and the United States House of Representatives with information on the use of recruitment, relocation, and retention incentives in Federal agencies during calendar years 2005-2009. Section 5753 of title 5, United States Code, authorizes agencies to pay recruitment and relocation incentives to recruit new employees and relocate current employees to positions that are likely to be difficult to fill in the absence of an incentive. Section 5754 of title 5, United States Code, authorizes agencies to pay retention incentives to help retain employees with unusually high or unique qualifications or employees who are fulfilling a special agency need that makes it essential to retain the employees when the employees would be likely to leave the Federal service in the absence of an incentive. The number of recruitment and retention incentives agencies reported using in calendar year 2006 is much higher than the number reported in OPM’s calendar year 2005 report, which was published last year. However, it is important to note OPM’s current report on the use of recruitment, relocation, and retention incentives for 2006 should not be used to make comparisons with OPM’s 2005 report. The new incentive authorities created by the Federal Workforce Flexibility Act did not take effect until May 13, 2005, making the reporting period for the 2005 report less than 8 months. Also, the Act permitted agencies to pay retention allowances “grandfathered” under the previous law until April 30, 2006. Next year’s report will be the first year when all recruitment, relocation, and retention payments will be paid under the new authorities, and it will become the baseline for future comparison of agencies’ use of these flexibilities. Linda M. Springer Director RECRUITMENT, RELOCATION, AND RETENTION INCENTIVES CALENDAR YEAR 2006 TABLE OF CONTENTS Page I. II. III. IV. V. Executive Summary . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 Background . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 Agency Reports . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 Agency Comments . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21 Conclusion . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37 Attachment 1: Reporting Agencies Attachment 2: Agency Reports for Calendar Year 2006 Attachment 3: Pay Plan Definitions I. EXECUTIVE SUMMARY Section 101(c) of the Federal Workforce Flexibility Act of 2004 (Public Law 108-411, October 30, 2004) requires the U.S. Office of Personnel Management (OPM) to submit an annual report to specified committees of the United States Senate and the United States House of Representatives on agencies’ use of the recruitment, relocation, and retention incentive authorities in 5 U.S.C. 5753 and 5754 during calendar years 2005-2009. (“Agency” is used in this report generally to refer to a Federal department or independent agency.) On December 15, 2006, OPM issued a memorandum for Chief Human Capital Officers requesting agencies to submit a report on their use of recruitment, relocation, and retention incentives in calendar year 2006. The memorandum requested agencies to report information as a single entity, therefore data in the report is not broken out by subagency. We invited agencies to comment on any barriers they faced in using these incentives as human capital flexibilities. Overall, 47 Federal agencies paid 22,764 recruitment, relocation, and retention incentives worth more than $140 million with an overall average incentive payment of $6,170 during calendar year 2006. This was comprised of 3,952 recruitment incentives totaling over $32.9 million (average paid: $8,325), 1,009 relocation incentives totaling over $11.6 million (average payment of $11,530), and 17,803 retention incentives totaling over $95.9 million (average payment of $5,388). Agencies consistently reported using the incentives to accomplish strategic human capital goals, and often realized these goals at relatively low average incentive costs. Agencies typically paid recruitment, relocation, and retention incentives to employees in occupations critical to agency missions, such as health care, engineering, security, and information technology. Agencies also used the incentives to fill positions at the grade or work levels that one might expect: 53 percent of recruitment incentives were used to recruit new employees into entry and developmental-level positions (e.g., at GS-07, GS-09, and GS-11) and 80 percent of relocation incentives were paid to employees in intermediate and upper level positions (e.g., at GS-11, GS-12, GS-13, and GS-14). The use of retention incentives was spread over a wide range of grade or work levels (the greatest use of retention incentives, in descending order, were for employees in nine different grade levels: GS-06, GS-12, GS-11, GS-13, GS-05, GS-14, GS-15, GS-09, and GS-07), an indication that agencies are focused on making sure critical employees are retained at all work levels. Agencies provided very positive responses regarding the effect these incentives had on recruitment and retention efforts. Most agencies reported no barriers to using these incentives. Some reported the availability of funding represented a barrier to incentive use. A few agencies also reported it would be helpful to have the flexibility to pay recruitment incentives to current Federal employees and retention incentives to employees likely to leave for other Federal jobs. II. BACKGROUND On May 13, 2005, OPM issued interim regulations at 5 CFR part 575, subparts A, B, and C, to implement section 101 of the Federal Workforce Flexibility Act of 2004 (the Act) (Public Law 108-411, October 30, 2004). (See 70 FR 25732.) Section 101 amended 5 U.S.C. 5753 and 5754 3 by providing new authorities to pay recruitment, relocation, and retention incentives. (Although 5 U.S.C. 5753 and 5754 use the term “bonus,” OPM uses the term “incentive” in place of “bonus” in the regulations to differentiate these kinds of payments—which are designed to provide a monetary incentive for an individual or group to accept a new position or to remain employed in the current position(s)—from payments which are used to reward an individual or group for quality of performance (the typical context in which the term “bonus” is used).) The current authorities provided agencies with additional flexibility to help recruit and retain employees and better meet agency strategic human capital needs than the previous authorities did. The amended law replaced the former authorities provided by 5 U.S.C. 5753 and 5754. The interim regulations replaced the former regulations at 5 CFR part 575, subparts A, B, and C, to pay recruitment and relocation bonuses and retention allowances. Under 5 U.S.C. 5753 and 5 CFR, part 575, subparts A and B, an agency may pay a recruitment incentive to an employee newly-appointed to a position in the Federal service or a relocation incentive to a current employee who must relocate to accept a position in a different geographic area when the agency determines the position is likely to be difficult to fill in the absence of an incentive. The employee must sign an agreement to fulfill a period of service with the agency. A recruitment or relocation incentive may not exceed 25 percent of the employee’s annual rate of basic pay in effect at the beginning of the service period multiplied by the number of years (including fractions of a year) in the service period (not to exceed 4 years). With OPM approval, this cap may be increased to 50 percent, based on a critical agency need, as long as the total incentive does not exceed 100 percent of the employee’s annual rate of basic pay. A recruitment or relocation incentive may be paid as an initial lump-sum payment at the beginning of the service period, in installments throughout the service period, as a final-lump sum payment upon completion of the service period, or in a combination of these methods. Under 5 U.S.C. 5754 and 5 CFR part 575, subpart C, an agency may pay a retention incentive to a current employee if the agency determines the unusually high or unique qualifications of the employee or a special need of the agency for the employee’s services makes it essential to retain the employee and the employee would be likely to leave the Federal service in the absence of a retention incentive. The retention incentive may not exceed 25 percent of an employee’s rate of basic pay. An agency also may authorize a retention incentive for a group or category of employees not to exceed 10 percent of the employees’ rate of basic pay. With OPM approval, an agency may authorize a retention incentive for an individual or group or category of employees of up to 50 percent, based on a critical agency need. For most payment options, an employee must sign an agreement to fulfill a period of service with the agency. A retention incentive may be paid in installments after the completion of designated periods of service within the overall service period required by the service agreement or in a single lump sum after completion of the full service period required by the service agreement. Under 5 U.S.C. 5753(b), OPM may prescribe by regulation circumstances in which agencies may pay a recruitment incentive to a current employee (of the same or a different agency) who moves to a position in the same geographic area that is likely to be difficult to fill in the absence of an incentive. OPM also may prescribe by regulation circumstances in which agencies may pay a retention incentive to a current employee who would be likely to leave his or her position for a different position in the Federal service in the absence of a retention incentive (5 U.S.C. 4 5754). Congress requested OPM to monitor the use of recruitment and retention incentives under these circumstances to ensure they are an effective use of the Federal Government’s funds and do not adversely affect the ability of those Government agencies that lose employees to other Government agencies to carry out their mission. (See section 101(a)(3) of the Act.) Because of the possible costly effects of interagency competition, we did not provide this authority to agencies in the interim regulations. Instead, we invited comments and recommendations from interested parties on the circumstances in which it would be appropriate to authorize recruitment and retention incentives to current employees to promote and prevent interagency movements. We will address these comments in a future Federal Register notice. Section 101(c) of the Act requires OPM to submit an annual report to the Senate Committee on Homeland Security and Governmental Affairs and the House Committee on Oversight and Government Reform on agencies’ use of the recruitment, relocation, and retention incentive authorities in 5 U.S.C. 5753 and 5754 during calendar years 2005-2009. The law directs OPM to provide the following information for agencies that have used these authorities: For recruitment and relocation incentives— • The number and dollar amount paid in the calendar year— o To individuals holding positions within each pay grade, pay level, or other pay classification; and o If applicable, to individuals who moved between positions that were in different agencies but the same geographic area (including the names of the agencies involved); and • A determination of the extent to which such incentives furthered the purposes of 5 U.S.C. 5753. For retention incentives— • The number and dollar amount paid in the calendar year— o To individuals holding positions within each pay grade, pay level, or other pay classification; and o If applicable, to prevent individuals from moving between positions that were in different agencies but the same geographic area (including the names of the agencies involved); and • A determination of the extent to which such incentives furthered the purposes of 5 U.S.C. 5754. III. AGENCY REPORTS OPM’s regulations at 5 CFR 575.113(b), 575.213(b), and 575.313(b) require agencies to submit a written report to OPM by March 31 in each of the years 2006-2010 on their use of recruitment, relocation, and retention incentives during the previous calendar year. On December 15, 2006, OPM issued a memorandum for Chief Human Capital Officers requesting agencies to submit their calendar year report for 2006. To meet congressional reporting requirements, OPM asked agencies to provide the following information: 5 • A description of how each authority was used by the agency during calendar year 2006, including information on how the use of these authorities improved the agency’s recruitment and retention efforts; • The total number and total dollar amount of each category of incentive (recruitment, relocation, and retention) paid during calendar year 2006 by pay plan; occupational series; occupational series title; and grade, pay or work level, or other pay classification; and • Information on any barriers the agency is facing in using the recruitment, relocation, and retention incentive authorities as human capital flexibilities. In response to our request for calendar year 2006 data, we received responses from 95 agencies. (See Attachment 1 for a list of the reporting agencies.) In calendar year 2006, 47 Federal agencies paid 22,764 recruitment, relocation, and retention incentives costing $140,458,288. Of this amount, agencies paid 3,952 recruitment incentives totaling $32,898,796, 1,009 relocation incentives totaling $11,634,168, and 17,803 retention incentives totaling $95,925,324. The average payments were $8,325 for recruitment incentives, $11,530 for relocation incentives, and $5,388 for retention incentives. The overall average payment was $6,170. (See Attachment 2 for detailed agency reports.) Information Not in This Report This report does not include data or information on— • “Grandfathered” retention allowances paid between January 1, 2006, and April 30, 2006. Section 101(d)(3) of the Act included a grandfather provision to allow a retention allowance authorized before May 1, 2005, under the former authority in 5 U.S.C. 5754 to continue to be paid until the allowance was reauthorized or terminated, but not later than April 30, 2006. All such grandfathered retention allowances had to be terminated by April 30, 2006. • Recruitment, relocation, or retention payments authorized under an independent agency authority. This report only contains information on recruitment, relocation, and retention incentives authorized under 5 U.S.C. 5753 and 5754 and 5 CFR 575, subparts A, B, and C. • The use of recruitment or retention incentives to encourage or discourage interagency moves. Since OPM has not authorized any circumstance in the regulations in which recruitment or retention incentives could be used for this purpose, we did not request such information from agencies. Also, this report does not compare the recruitment, relocation, and retention incentive data for calendar 2006 to the data in OPM’s Recruitment, Relocation, and Retention Incentive Report to Congress for Calendar Year 2005. Because the new incentive authorities did not go into effect until May 2005, the reporting period for the calendar year 2005 report did not cover a full year (i.e., the reporting period was from May 13, 2005, to December 31, 2005). Therefore, we are not able to make valid comparisons of incentive use between calendar years. 6 Agency Data Table 1 shows the number and amount of each type of incentive paid by agency during calendar year 2006. (A blank cell indicates the agency did not pay any of that type of incentive in calendar year 2006.) The 13 agencies that made the most extensive use of recruitment, relocation, and retention incentives were— • • • • • • • • • • • • • Defense, Veterans Affairs, Health and Human Services, State, Homeland Security, Justice, Commerce, Treasury, Energy, Agriculture, Interior, Federal Energy Regulatory Commission, and National Aeronautics and Space Administration (NASA). Defense and Veterans Affairs were by far the largest users— • • Defense paid 8,785 incentives totaling $54,674,905, and Veterans Affairs paid 6,393 incentives totaling $27,201,870. Homeland Security, State, and Health and Human Services used more than 1,000 but less than 3,000 recruitment, relocation, and retention incentives totaling between $3,774,300 and $23,276,257. Agriculture, Energy, Treasury, Commerce, and Justice used more than 200 but less than 600 recruitment, relocation, and retention incentives totaling between $2,397,225 and $4,562,500. NASA, the Federal Energy Regulatory Commission, and Interior used more than 95 but less than 200 incentives, totaling between $839,824 and $1,294,688. Of these top 13 agencies, all were cabinet-level agencies, with the exception of the Federal Energy Regulatory Commission and NASA. In addition, although NASA has its own authorities to offer recruitment, relocation, and retention bonuses under 5 U.S.C. 9804 and 9805, it also takes advantage of, and is among the top users of, recruitment, relocation, and retention incentives under the 5 U.S.C. 5753 and 5754 authorities. 7 TABLE 1 Recruitment Incentives Amount Paid $1,262,888 $2,929,984 $15,289,215 $7,000 $570,129 $3,408,117 $274,458 $255,720 $2,137,977 $225,210 $232,279 $611,070 $3,572,280 $46,014 $10,000 $10,686 $25,726 $131,017 $15,000 $383,974 $13,977 Average Incentive Paid $12,143 $7,325 $9,544 $7,000 $8,263 $15,080 $13,723 $6,911 $8,098 $8,043 $5,807 $3,216 $5,332 $23,007 $10,000 $5,343 $12,863 $9,358 $15,000 $5,647 $13,977 Relocation Incentives Amount Paid $395,790 $66,261 $6,090,640 $279,053 $443,142 $149,601 $513,619 $395,896 $57,001 $81,979 $891,917 $1,567,321 Average Incentive Paid $12,368 $13,252 $11,217 $15,503 $12,310 $12,467 $13,516 $10,151 $8,143 $16,396 $13,514 $10,177 Retention Incentives Amount Paid $738,547 $995,631 $33,295,050 $20,270 $1,808,525 $19,424,998 $3,350,241 $24,948 $525,349 $2,028,627 $10,765 $8,055,204 $345,484 $1,065,445 $22,062,269 $46,466 $209,585 $25,164 Average Incentive Paid $8,489 $8,297 $5,014 $20,270 $9,134 $8,369 $3,051 $8,316 $8,339 $7,219 $10,765 $6,986 $19,194 $11,215 $3,962 $23,233 $8,061 $25,164 Total Incentives Amount Paid $2,397,225 $3,991,876 $54,674,905 $27,270 $2,657,707 $23,276,257 $3,774,300 $24,948 $1,294,688 $4,562,500 $292,976 $8,055,204 $659,742 $2,568,432 $27,201,870 $92,480 $209,585 $35,164 $10,686 $39,566 $16,226 $371,357 $15,000 $9,373 $839,824 $13,977 Agency Departments Agriculture Commerce Defense Education Energy Health and Human Services Homeland Security Housing and Urban Development Interior Justice Labor State Transportation Treasury Veterans Affairs Independent Agencies African Development Foundation Agency for International Development Broadcasting Board of Governors Chemical Safety and Hazard Investigation Board Consumer Product Safety Commission Defense Nuclear Facilities Safety Board Environmental Protection Agency Export-Import Bank Federal Election Commission Federal Energy Regulatory Commission Federal Retirement Thrift Investment Board Number 104 400 1,602 1 69 226 20 37 264 28 40 190 670 2 1 2 2 14 1 68 1 Number 32 5 543 18 36 12 38 39 7 5 66 154 Number 87 120 6,640 1 198 2,321 1,098 3 63 281 1 1,153 18 95 5,569 2 26 1 Number 223 525 8,785 2 285 2,583 1,130 3 138 584 36 1,153 63 351 6,393 4 26 2 2 3 3 29 1 1 101 1 1 1 $13,840 $5,000 $13,840 $5,000 3 14 1 33 $16,226 $235,340 $9,373 $455,849 $5,409 $16,810 $9,373 $13,814 8 Recruitment Incentives Amount Paid $68,000 $49,321 $216,000 $489,258 Average Incentive Paid $7,556 $9,864 Relocation Incentives Amount Paid $98,056 $65,000 $508,052 Average Incentive Paid $7,004 $16,250 $16,389 Retention Incentives Amount Paid $18,000 $302,782 $94,500 Average Incentive Paid $9,000 $11,645 $31,500 Total Incentives Amount Paid $86,000 $400,838 $143,821 $65,000 $216,000 $1,174,534 $128,328 $23,832 $20,945 $13,860 $9,960 $15,000 $44,741 $79,540 $2,781 $6,778 $613,743 $86,051 $20,000 $140,000 $53,399 $140,458,288 Agency Federal Trade Commission General Services Administration Library of Congress Merit Systems Protection Board Millennium Challenge Corporation National Aeronautics and Space Administration National Archives and Records Administration National Capital Planning Commission National Gallery of Art National Mediation Board National Science Foundation Office of Special Counsel Overseas Private Investment Corporation Pension Benefit Guaranty Corporation Railroad Retirement Board Selective Service System Smithsonian Institution Social Security Administration Surface Transportation Board Tax Court U.S. Office of Personnel Management Total Number 9 5 42 57 Number 14 4 Number 2 26 3 $5,143 $8,583 31 8 6 2 1 2 $177,224 $128,328 $23,832 $20,945 $13,860 $22,153 $21,388 $11,916 $20,945 $6,930 2 1 4 $4,960 $15,000 $79,540 $2,480 $15,000 $19,885 1 1 $5,000 $3,000 $5,000 $3,000 4 1 1 15 3 $41,741 $2,781 $6,778 $308,738 $20,060 $10,435 $2,781 $6,778 $20,583 $6,687 52 9 1 20 8 3,952 $301,005 $65,991 $20,000 $140,000 $37,000 $32,898,796 $5,789 $7,332 $20,000 $7,000 $4,625 $8,325 1 $4,000 $4,000 1 1009 $11,634,168 $11,530 17,803 $16,399 $95,925,324 $16,399 $5,388 Number 11 40 8 4 42 96 6 2 1 2 3 1 5 4 1 1 68 12 1 20 9 22,764 9 Agencies that heavily used recruitment, relocation, and retention incentives did not necessarily have large average incentive payments. In fact, the highest overall users of recruitment, relocation, and retention incentives showed a relatively low average incentive cost compared to that of other agencies. Defense and Veterans Affairs were the two top users of incentives, but had relatively low average incentive costs. Veterans Affairs had the fourth lowest average incentive cost compared to those of other agencies ($4,255) and Defense had the ninth lowest ($6,224). Homeland Security, another top user of incentives, had the third lowest average incentive cost compared to other agencies ($3,340). Table 2 shows the average incentive cost for all agencies that used recruitment, relocation, and retention incentives. Table 3 shows the average incentive cost for the top 13 users of the incentives. TABLE 2 Average Incentive Paid by Agency (all incentive types) Agency African Development Foundation National Archives and Records Administration National Gallery of Art Surface Transportation Board Pension Benefit Guaranty Corporation Library of Congress Broadcasting Board of Governors Merit Systems Protection Board Office of Special Counsel Export-Import Bank Federal Retirement Thrift Investment Board Education Consumer Product Safety Commission Environmental Protection Agency National Aeronautics and Space Administration National Capital Planning Commission Agriculture Transportation General Services Administration Interior Federal Election Commission Energy Smithsonian Institution Health and Human Services Overseas Private Investment Corporation Housing and Urban Development Federal Energy Regulatory Commission Labor Agency for International Development Total Incentives Paid 4 6 1 1 4 8 2 4 1 1 1 2 3 29 96 2 223 63 40 138 1 285 68 2,583 5 3 101 36 26 Total Amount Paid $92,480 $128,328 $20,945 $20,000 $79,540 $143,821 $35,164 $65,000 $15,000 $15,000 $13,977 $27,270 $39,566 $371,357 $1,174,534 $23,832 $2,397,225 $659,742 $400,838 $1,294,688 $9,373 $2,657,707 $613,743 $23,276,257 $44,741 $24,948 $839,824 $292,976 $209,585 Average Incentive Paid $23,120 $21,388 $20,945 $20,000 $19,885 $17,978 $17,582 $16,250 $15,000 $15,000 $13,977 $13,635 $13,189 $12,805 $12,235 $11,916 $10,750 $10,472 $10,021 $9,382 $9,373 $9,325 $9,026 $9,011 $8,948 $8,316 $8,315 $8,138 $8,061 10 Federal Trade Commission Justice Commerce Treasury Social Security Administration Tax Court State National Mediation Board Selective Service System Defense U.S. Office of Personnel Management Defense Nuclear Facilities Safety Board Chemical Safety and Hazard Investigation Board Millennium Challenge Corporation Veterans Affairs Homeland Security National Science Foundation Railroad Retirement Board Total 11 584 525 351 12 20 1,153 2 1 8,785 9 3 2 42 6,393 1,130 3 1 22,764 $86,000 $4,562,500 $3,991,876 $2,568,432 $86,051 $140,000 $8,055,204 $13,860 $6,778 $54,674,905 $53,399 $16,226 $10,686 $216,000 $27,201,870 $3,774,300 $9,960 $2,781 $140,458,288 $7,818 $7,813 $7,604 $7,317 $7,171 $7,000 $6,986 $6,930 $6,778 $6,224 $5,933 $5,409 $5,343 $5,143 $4,255 $3,340 $3,320 $2,781 $6,170 TABLE 3 Average Incentive Paid by Top Users (all incentive types) Agency National Aeronautics and Space Administration Agriculture Interior Energy Health and Human Services Federal Energy Regulatory Commission Justice Commerce Treasury State Defense Veterans Affairs Homeland Security Total Incentives Paid 96 223 138 285 2,583 101 584 525 351 1,153 8,785 6,393 1,130 Total Amount Paid $1,174,534 $2,397,225 $1,294,688 $2,657,707 $23,276,257 $839,824 $4,562,500 $3,991,876 $2,568,432 $8,055,204 $54,674,905 $27,201,870 $3,774,300 Average Incentive Paid $12,235 $10,750 $9,382 $9,325 $9,011 $8,315 $7,813 $7,604 $7,317 $6,986 $6,224 $4,255 $3,340 Table 4 shows Defense was by far the largest single user of recruitment incentives during the reporting period. Defense accounted for slightly over 40 percent of all recruitment incentives paid during calendar year 2006, paying 1,602 incentives totaling $15,289,215. The next four highest users combined—Veterans Affairs, Commerce, Justice, and Health and Human Services—accounted for roughly the next 40 percent of recruitment incentives used, paying more 11 than 200 but less than 700 recruitment incentives each. Treasury, Agriculture, Energy, the Federal Energy Regulatory Commission, NASA, and the Smithsonian Institution accounted for approximately the next 14 percent of recruitment incentives; each used more than 50 and less than 200 recruitment incentives. TABLE 4 Recruitment Incentives Paid by Agency Percent of Total Number Agency Number Amount Paid Defense 1,602 40.54% $15,289,215 Veterans Affairs 670 16.95% $3,572,280 Commerce 400 10.12% $2,929,984 Justice 264 6.68% $2,137,977 Health and Human Services 226 5.72% $3,408,117 Treasury 190 4.81% $611,070 Agriculture 104 2.63% $1,262,888 Energy 69 1.75% $570,129 Federal Energy Regulatory Commission 68 1.72% $383,974 National Aeronautics and Space Administration 57 1.44% $489,258 Smithsonian Institution 52 1.32% $301,005 All others -- 23 agencies 250 6.33% $1,946,399 Total 3,952 $32,898,796 Percent of Total Amount Paid 46.47% 10.86% 8.91% 6.50% 10.36% 1.86% 3.84% 1.73% 1.17% 1.49% 0.91% 5.92% Table 5 shows Defense was also by far the greatest user of relocation incentives during calendar year 2006, paying 543 incentives totaling $6,090,640 or approximately 54 percent of all relocation incentives paid. After Defense, the seven next greatest users of relocation incentives combined accounted for less than 40 percent of relocation incentive use. Veterans Affairs, the second most significant user, paid 154 incentives totaling $1,567,321. Usage then dropped significantly, with Treasury, Justice, Interior, Health and Human Services, Agriculture, and NASA paying more than 30 but less than 70 relocation incentives each. TABLE 5 Relocation Incentives Paid by Agency Percent of Total Number Agency Number Amount Paid Defense 543 53.82% $6,090,640 Veterans Affairs 154 15.26% $1,567,321 Treasury 66 6.54% $891,917 Justice 39 3.87% $395,896 Interior 38 3.77% $513,619 Health and Human Services 36 3.57% $443,142 Agriculture 32 3.17% $395,790 Percent of Total Amount Paid 52.35% 13.47% 7.67% 3.40% 4.41% 3.81% 3.40% 12 National Aeronautics and Space Administration All others -- 12 agencies Total 31 70 1,009 3.07% 6.94% $508,052 $827,791 $11,634,168 4.37% 7.12% Table 6 shows of the reporting agencies, Defense and Veterans Affairs were by far the greatest users of retention incentives, with Defense paying 6,640 incentives totaling $33,295,050, and Veterans Affairs paying 5,569 retention incentives totaling $22,062,269. Health and Human Services was also a significant user of retention incentives, paying 2,321 for a total of $19,424,998. By themselves, Defense and Veterans Affairs accounted for almost 70 percent of the retention incentives used. Together with Health and Human Services, these three agencies accounted for more than 80 percent of all retention incentives paid during calendar year 2006. The next most significant users of retention incentives were State and Homeland Security, paying 1,153 and 1,098 incentives accounting for $8,055,204 and $3,350,241, respectively. Their use accounted for approximately 13 percent of all retention incentives paid. Usage then dropped significantly, with the following agencies paying over 85 and less than 300 retention incentives each: • • • • • Justice Energy, Commerce, Treasury, and Agriculture. TABLE 6 Retention Incentives Paid by Agency Percent of Percent of Total Amount Paid Agency Number Total Number Amount Paid Defense 6,640 37.30% $33,295,050 34.71% Veterans Affairs 5,569 31.28% $22,062,269 23.00% Health and Human Services 2,321 13.04% $19,424,998 20.25% State 1,153 6.48% $8,055,204 8.40% Homeland Security 1,098 6.17% $3,350,241 3.49% Justice 281 1.58% $2,028,627 2.11% Energy 198 1.11% $1,808,525 1.89% Commerce 120 0.67% $995,631 1.04% Treasury 95 0.53% $1,065,445 1.11% Agriculture 87 0.49% $738,547 0.77% All others -- 26 agencies 241 1.35% $3,100,787 3.23% Total 17,803 $95,925,324 13 Occupational Data During the calendar year, agencies used recruitment incentives for employees in many different occupations. Table 7 lists the occupations for which agencies used recruitment incentives most frequently. Of the top 15 occupations for which recruitment incentives were used, agencies used them most frequently for two groups of occupations: health care and engineering. In these top occupations, agencies paid 842 recruitment incentives to employees in five health care occupations ($8,037,398) and 542 recruitment incentives to employees in four engineering occupations ($4,430,531). The single occupation for which recruitment incentives were most used was patent examining, with Commerce paying 287 recruitment incentives to patent examiners totaling $2,112,445. TABLE 7 Recruitment Incentives Paid by Occupational Series Percent of Total Number 7.26% 7.06% 5.44% 5.34% 5.09% 4.48% 4.33% 4.18% 3.77% 3.16% 2.94% 2.00% 1.82% 1.80% 1.80% 39.55% Percent of Total Amount Paid 6.42% 2.43% 5.50% 5.57% 4.56% 4.02% 1.30% 12.07% 3.01% 4.07% 3.16% 1.90% 1.81% 2.04% 1.20% 40.94% Series 1224 0620 0855 0610 0132 0830 0512 0602 0511 Occupational Series Title PATENT EXAMINING PRACTICAL NURSE ELECTRONICS ENGINEERING NURSE INTELLIGENCE MECHANICAL ENGINEERING INTERNAL REVENUE AGENT MEDICAL OFFICER AUDITING MISCELLANEOUS ADMINISTRATION 0301 AND PROGRAM 0660 PHARMACIST 0861 AEROSPACE ENGINEERING INFORMATION TECHNOLOGY 2210 MANAGEMENT 0801 GENERAL ENGINEERING DIAGNOSTIC RADIOLOGIC TECHNOLOGIST 0647 All others -- 184 occupations Total Number 287 279 215 211 201 177 171 165 149 125 116 79 72 71 71 1,563 3,952 Amount Paid $2,112,445 $798,114 $1,810,540 $1,832,642 $1,499,520 $1,322,705 $427,500 $3,971,957 $989,806 $1,338,594 $1,040,942 $625,390 $594,676 $671,896 $393,743 $13,468,326 $32,898,796 Table 8 shows relocation incentives were used in a very wide variety of occupations. Of the top ten occupations for which relocation incentives were paid during the reporting period, the two fields most likely to use relocation incentives were occupations in general administration and management (series 0301—miscellaneous administration and program and series 0340— program management) (140/$1,832,196) and engineering (85/$1,340,632). Taken together, however, these two fields still accounted for only about 22 percent of the relocation incentives 14 paid. The rest of the incentives were spread over a great number of occupations. Table 8 shows the top ten occupations for which relocation incentives were used. TABLE 8 Relocation Incentives Paid by Occupational Series Percent of Total Number 6.24% 5.75% 4.96% 4.86% 4.56% 4.46% 3.47% 3.17% 3.17% 2.18% 57.19% Percent of Total Amount Paid 6.67% 5.23% 7.11% 4.76% 5.26% 4.03% 4.41% 5.05% 3.23% 1.83% 52.42% Occupational Series Title MISCELLANEOUS ADMINISTRATION 0301 AND PROGRAM 1102 CONTRACTING 0801 GENERAL ENGINEERING 0201 HUMAN RESOURCES MANAGEMENT 1811 CRIMINAL INVESTIGATING MANAGEMENT AND PROGRAM ANALYSIS 0343 0810 CIVIL ENGINEERING 0340 PROGRAM MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT 2210 FINANCIAL ADMINISTRATION AND 0501 PROGRAM All others -- 146 occupations Total Series Number 63 58 50 49 46 45 35 32 32 22 577 1,009 Amount Paid $776,068 $608,863 $827,269 $553,456 $611,385 $469,036 $513,363 $587,092 $376,272 $212,522 $6,098,843 $11,634,168 Table 9 shows agencies were by far most likely to use retention incentives to retain employees in health care occupations. In fact, 12 of the top 21 occupations for which retention incentives were used were in the health care field, and retention incentives paid to these occupations represent 41 percent of all retention incentives paid. Employees in these 12 occupations received 7,352 retention incentives totaling $41,201,097. Of the other top occupations for which retention incentives were paid, two security occupations—police and security administration— accounted for slightly over ten percent of the retention incentives used (1,905/$6,062,805), and three engineering occupations, electronics engineering, general engineering, and mechanical engineering, accounted for roughly another ten percent (1,709/$6,490,991). Among the other top users of retention incentives, employees in information technology occupations were also likely to receive retention incentives (1,359/$10,320,186). TABLE 9 Retention Incentives Paid by Occupational Series Percent of Total Number 7.68% 6.59% Percent of Total Amount Paid 3.01% 3.92% Series 0620 0855 Occupational Series Title PRACTICAL NURSE ELECTRONICS ENGINEERING Number 1,368 1,174 Amount Paid $2,891,351 $3,763,385 15 MEDICAL OFFICER POLICE NURSE DIAGNOSTIC RADIOLOGIC 0647 TECHNOLOGIST INFORMATION TECHNOLOGY MANAGEMENT 2210 0080 SECURITY ADMINISTRATION 0660 PHARMACIST 0621 NURSING ASSISTANT 2880 INFORMATION MANAGEMENT 0801 GENERAL ENGINEERING 0649 MEDICAL INSTRUMENT TECHNICIAN 0601 GENERAL HEALTH SCIENCE 1102 CONTRACTING 0405 PHARMACOLOGY MISCELLANEOUS ADMINISTRATION 0301 AND PROGRAM 0640 HEALTH AID AND TECHNICIAN 0644 MEDICAL TECHNOLOGIST 0603 PHYSICIANS ASSISTANT 0830 MECHANICAL ENGINEERING All others -- 250 occupations Total 0602 0083 0610 1,115 1,056 1,021 937 864 849 746 735 495 331 265 259 255 248 230 225 217 216 204 4,994 17,803 6.26% 5.93% 5.73% 5.26% 4.85% 4.77% 4.19% 4.13% 2.78% 1.86% 1.49% 1.45% 1.43% 1.39% 1.29% 1.26% 1.22% 1.21% 1.15% 28.05% $13,154,644 $3,388,857 $5,451,982 $4,080,603 $7,159,475 $2,673,948 $4,566,263 $1,536,939 $3,160,711 $1,965,284 $1,670,750 $2,025,864 $1,000,719 $1,965,613 $2,093,014 $692,824 $877,224 $2,287,040 $762,322 $28,765,053 $95,925,324 13.71% 3.53% 5.68% 4.25% 7.46% 2.79% 4.76% 1.60% 3.29% 2.05% 1.74% 2.11% 1.04% 2.05% 2.18% 0.72% 0.91% 2.38% 0.79% 29.99% Pay Plan Data Agencies overwhelmingly used recruitment, relocation, and retention incentives for employees in General Schedule (GS) occupations. As Tables 10, 12, and 14 show, incentive payments to GS employees accounted for approximately 75 percent of all incentive payments made. Since during calendar year 2006 approximately 70 percent of the Federal workforce was under the GS system, a high usage of recruitment, relocation, and retention incentives is not surprising. However, since use of incentives for GS employees represents approximately 75 percent of all incentives paid, agencies used proportionately more recruitment, relocation, and retention incentives for their GS employees than for employees under other pay plans. However, during calendar year 2006, incentives were also paid to employees in a wide variety of other pay plans. The following six tables provide more data on incentive payments by pay plan. Pay plan definitions are in Attachment 3. As Table 10 shows, recruitment incentives were paid to employees in 30 pay plans besides the GS pay plan. More than 12 percent of recruitment incentives were paid to Defense employees in the National Security Personnel System (NSPS) pay plans. Table 11 shows all recruitment incentives paid to employees in NSPS pay plans. A total of 493 recruitment incentives were paid to employees in these plans. 16 TABLE 10 Recruitment Incentives Paid by Pay Plan Percent of Total Number 75.94% 8.65% 3.37% 2.56% 1.47% 0.99% 0.96% 0.81% 0.73% 0.71% 0.58% 0.56% 0.51% 0.38% 1.80% Percent of Total Amount Paid 72.74% 9.31% 3.34% 4.51% 1.83% 0.52% 0.67% 0.44% 0.27% 0.67% 0.67% 1.62% 0.38% 0.95% 2.07% Pay Plan GS YD YA AD GG MC WG WM ND DB ZP ES EK GP All others -- 17 pay plans Total Number 3,001 342 133 101 58 39 38 32 29 28 23 22 20 15 71 3,952 Amount Paid $23,929,012 $3,061,426 $1,100,137 $1,485,062 $603,215 $171,500 $220,446 $144,500 $90,125 $220,591 $221,184 $532,401 $124,000 $313,650 $681,547 $32,898,796 TABLE 11 Recruitment Incentives Paid to NSPS Pay Plans Pay Plan Number Amount Paid YD 342 $3,061,426.00 YA 133 $1,100,137 YP 6 $11,500 YC 5 $83,933 YF 4 $50,000 YH 2 $16,238 YB 1 $13,199 Total 493 $4,336,433 As Table 12 shows, relocation incentives were paid to employees in 31 pay plans besides the GS pay plan. Although these payments do not represent a significant proportion of overall relocation incentives paid, it is nonetheless interesting to note agencies paid 36 incentives to relocate Senior Executive Service (pay plan code ES) members to jobs in other geographic areas. More than 13 percent of relocation incentives were paid to Defense employees in NSPS pay plans. Table 13 shows all relocation incentives paid to employees in NSPS pay plans. A total of 138 relocation incentives were paid to employees in these plans. 17 TABLE 12 Relocation Incentives Paid by Pay Plan Percent of Total Number 74.13% 7.33% 3.57% 2.18% 2.18% 1.39% 1.29% 1.19% 0.99% 0.99% 4.76% Percent of Total Amount Paid 70.78% 5.55% 7.94% 2.15% 2.24% 1.66% 0.79% 1.79% 0.73% 1.08% 5.29% Pay Plan GS YA ES YC YD YF WG IR AD NH All others -- 22 pay plans Total Number 748 74 36 22 22 14 13 12 10 10 48 1,009 Amount Paid $8,234,703 $645,417 $924,257 $250,540 $260,205 $192,617 $91,940 $208,831 $84,832 $125,414 $615,412 $11,634,168 TABLE 13 Relocation Incentives Paid to NSPS Pay Plans Pay Plan Number Amount Paid YA 74 $645,417.00 YC 22 $250,540 YD 22 $260,205 YF 14 $192,617 YK 3 $30,000 YB 1 $5,000 YE 1 $8,000 YJ 1 $16,937 Total 138 $1,408,716 As Table 14 shows, retention incentives were paid to employees in an even broader distribution of pay plans. Retention incentives were paid to employees in 45 pay plans besides the GS pay plan. More than 11 percent of retention incentives were paid to Defense employees in NSPS pay plans. Table 15 shows all retention incentives paid to employees in NSPS pay plans. A total of 1,988 retention incentives were paid to employees in these plans. 18 TABLE 14 Retention Incentives Paid by Pay Plan Percent of Total Number 76.80% 8.78% 4.16% 2.25% 1.88% 1.27% 0.83% 0.69% 0.39% 0.31% 0.31% 0.30% 0.28% 0.20% 0.17% 1.39% Percent of Total Amount Paid 77.13% 5.10% 5.37% 1.03% 3.29% 1.03% 0.47% 2.25% 0.57% 0.56% 0.39% 0.12% 0.38% 0.09% 0.16% 2.06% Pay Plan GS YD FP GG AD YF WG ES YA EN ZP YB YC GP WS All others -- 31 pay plans Total Number 13,673 1,563 741 401 334 226 147 122 70 56 55 53 49 36 30 247 17,803 Amount Paid $73,988,874 $4,890,226 $5,152,385 $986,979 $3,158,216 $987,574 $446,319 $2,160,181 $546,714 $535,877 $377,037 $119,128 $361,525 $86,494 $149,571 $1,978,224 $95,925,324 TABLE 15 Retention Incentives Paid to NSPS Pay Plans Pay Plan Number Amount Paid YD 1,563 $4,890,226 YF 226 $987,574 YA 70 $546,714 YB 53 $119,128 YC 49 $361,525 YH 17 $73,750 YJ 7 $57,350 YG 2 $42,757 YK 1 $3,702 Total 1,988 $7,082,725 Incentives by General Schedule Grade Since the grading system for other pay plans varies greatly, Tables 16, 17, and 18 summarize incentive usage only by GS grade. Specific information on agency use of recruitment, 19 relocation, and retention incentives by grade or work level in other pay systems may be found in Attachment 2. As Table 16 shows, agencies used recruitment incentives most often to hire GS employees at the GS-09, GS-07, and GS-11 levels (in declining order). Recruitment incentives paid to employees in these grades accounted for 53 percent of all recruitment incentives paid to GS employees. However, significant numbers of incentives were paid to employees at a variety of other GS grade levels. TABLE 16 Recruitment Incentives Paid by GS Grade Percent of Total Number 22.09% 18.96% 11.96% 9.83% 8.96% 6.76% 4.33% 3.50% 3.47% 3.17% 3.03% 2.07% 1.87% Percent of Total Amount Paid 19.32% 13.26% 13.55% 4.79% 11.79% 9.73% 9.85% 1.32% 9.36% 3.11% 1.58% 1.65% 0.70% Grade 09 07 11 05 12 13 14 04 15 10 06 08 03 Total Number 663 569 359 295 269 203 130 105 104 95 91 62 56 3,001 Amount Paid $4,623,479 $3,173,489 $3,242,095 $1,147,131 $2,820,046 $2,329,134 $2,355,976 $316,831 $2,238,893 $743,172 $377,640 $394,288 $166,838 $23,929,012 As Table 17 shows, agencies were most likely to use relocation incentives for employees at the mid-to-upper GS grade levels, with the most relocation incentives paid to employees at the GS-12, GS-13, GS-11, and GS-14 levels (in declining order). Use of relocation incentives for these four grade levels accounted for almost 80 percent of the incentives paid to GS employees. TABLE 17 Relocation Incentives Paid by GS Grade Percent of Total Number 27.94% 24.73% 14.57% 12.30% 6.42% 4.28% Percent of Total Amount Paid 25.86% 28.91% 11.03% 16.84% 4.16% 7.37% Grade 12 13 11 14 09 15 Number 209 185 109 92 48 32 Amount Paid $2,129,541 $2,380,491 $908,358 $1,386,476 $342,537 $606,741 20 07 08 10 05 06 04 Total 24 20 15 8 5 1 748 3.21% 2.67% 2.01% 1.07% 0.67% 0.13% $153,756 $162,789 $95,937 $35,432 $23,630 $9,016 $8,234,703 1.87% 1.98% 1.17% 0.43% 0.29% 0.11% As Table 18 shows, agencies used retention incentives to retain employees across a variety of grade levels. In fact, agencies were more likely to use a retention incentive to retain a GS-06 employee than a GS-12 employee (1,820 incentives vs. 1,766 incentives). Over 1,000 incentives were paid to employees in nine different grade levels: GS-06, GS-12, GS-11, GS-13, GS-05, GS-14, GS-15, GS-09, and GS-07. TABLE 18 Retention Incentives Paid by GS Grade Percent of Total Number 13.31% 12.92% 11.46% 10.94% 8.24% 7.91% 7.77% 7.73% 7.38% 6.48% 3.95% 1.73% 0.18% 0.01% Percent of Total Amount Paid 5.90% 13.79% 10.56% 13.31% 2.77% 15.76% 18.11% 6.16% 4.12% 5.32% 3.73% 0.46% 0.02% 0.00% Grade 06 12 11 13 05 14 15 09 07 08 10 04 03 02 Total Number 1,820 1,766 1,567 1,496 1,126 1,081 1,063 1,057 1,009 886 540 236 25 1 13,673 Amount Paid $4,363,690 $10,205,073 $7,813,950 $9,848,075 $2,045,900 $11,663,465 $13,396,712 $4,559,688 $3,050,995 $3,932,632 $2,757,650 $338,364 $12,118 $563 $73,988,874 IV. AGENCY COMMENTS Agency use of incentives and effect on recruitment and retention To comply with congressional reporting requirements, OPM asked agencies to describe how they used recruitment, relocation, and retention incentives during calendar year 2006, including how incentive use improved recruitment and retention efforts. The following excerpts illustrate how recruitment, relocation, and retention incentives were used, but the reader must bear in mind that these excerpts provide only summary information, selected examples, and anecdotes. OPM’s 21 report is not designed or intended to provide detailed information on the content and administration of agency recruitment, relocation and retention incentive plans and policies nor the determinations and justifications agencies made for authorizing the incentives because these matters are outside the scope of this report. Under the law and OPM’s regulations, recruitment and relocation incentives may be paid only when an agency determines that a position would be likely to be difficult to fill in the absence of an incentive. Similarly, retention incentives may be paid only when an agency determines that the unusually high or unique qualifications of the employee or a special need of the agency for the employee’s services makes it essential to retain the employee and the employee would be likely to leave the Federal service in the absence of a retention incentive. Of the 95 agencies that submitted reports, 47 agencies had used the incentives, 48 had not. Of the 47 that had used the incentives, 39 (15 departments and 24 independent agencies) provided the requested information. Departments Departments cited the use of recruitment, relocation, and retention incentives most often for the following reasons: • To target specific occupations presenting particular hiring or retention challenges for reasons such as competition from the private sector for a skill set or an overall shortage in the workforce of a particular skill set; • To resolve specific hiring and retention problems in particular regional areas, such as to address difficulties in recruiting employees to work in high cost-of-living areas, overseas, or in remote or undesirable locations, or to address skills imbalances in particular regions or areas; and • To meet a very specific staffing challenge or as a tool to ensure agencies have the workforce (be that one employee or many employees) necessary for the accomplishment of an important agency mission. The following are excerpts of department comments regarding how they used recruitment, relocation, and retention incentives. Department of Agriculture The Department of Agriculture cited the following reasons for authorizing recruitment incentives: staff turnover; high cost of living in the Washington, DC, area; to make a more attractive offer when private sector salaries were more than the Government could otherwise offer; to recruit exceptional applicants with knowledge and ability based on extensive, in-depth masters degree work; and as leverage to compete for candidates in hard-to-fill positions. Agriculture cited the following reasons for authorizing relocation incentives: when faced with difficulty in recruiting highly qualified applicants willing to relocate to high cost-of-living areas; to attract candidates to remote locations where weather, costly and limited housing, costly 22 medical benefits, and limited medical facilities were issues; and to attract candidates to nonforeign areas where the cost-of-living allowance (COLA) is not used for retirement benefits calculations. Agriculture cited the following reasons for authorizing retention incentives: to retain employees during periods of high turnover which results in large knowledge and skill gaps or during difficult recruiting periods; to retain employees with exceptional expertise and irreplaceable skills; to retain bilingual employees; and to retain key staff members performing critical work. Department of Commerce Being able to offer recruitment, relocation, and retention incentives allowed the Department of Commerce to remain competitive with the private sector and other Federal agencies, to improve its ability to recruit and retain highly qualified and specialized candidates, and to better meet its human capital needs. The incentives assisted Commerce when special qualifications are needed and to retain employees with key knowledge and skills performing mission critical work. As reported last year, Commerce continues to use these incentives rather than the superior qualifications and special needs pay-setting authority because the use of these incentives further facilitates the successful negotiation and acceptance of position offers with selected candidates. Recruitment incentives have been a key factor in allowing Commerce to recruit and hire for hard-to-fill positions, including those advertised over a significant period of time without attracting high quality candidates. This is especially evident in the Patent and Trademark Office (PTO), where the use of recruitment incentives in the patent examining series was instrumental to PTO in attaining its fiscal year 2006 hiring goal of 12,000 patent examiners and in decreasing attrition for this series from prior years. Recruitment and retention incentives helped the National Institute of Standards and Technology better meet its human capital needs and remain competitive with both the private sector and other Federal agencies in recruiting and retaining candidates for highly specialized positions. The National Oceanic and Atmospheric Administration also found these incentives to be invaluable tools to attract and retain highly qualified applicants for hard-to-fill Marine Wage positions. Department of Defense The Department of Defense used all three incentives during the reporting period to bridge the pay gap between Federal and private sector salaries. The recruitment incentives enhanced Defense’s efforts in recruiting for hard-to-fill occupations. Relocation and retention incentives enabled Defense to retain already-trained, valued employees and mitigate the need to go through the lengthy recruitment process. Installations provided a number of examples to illustrate the effectiveness of the recruitment, relocation, and retention authorities. • Recruitment incentives attract graduating college students from around the nation for difficult-to-fill intern positions. • Recruitment and retention incentives attract and retain scientists and engineers in research and test laboratories. • Recruitment incentives attract candidates in information technology (IT), financial management, air traffic control, and safety management to overseas positions. Without the 23 • • • • • • • • • • • • • • • • • • incentives, these jobs would have been vacant longer or filled by candidates with lesser skills. Recruitment incentives for linguists and police officers are addressing a Defense need to increase significantly the number of employees in those occupations. Recruitment incentives play a major part in successfully filling health care positions converted from military billets. Recruitment incentives are effective for filling positions in occupations requiring a positive education, such as auditors and accountants. Recruitment and relocation incentives offset the high cost of housing in metropolitan areas. Recruitment and relocation incentives continue to be vital to staffing efforts in the Balkans and rebasing efforts in the European theater. Relocation incentives attract highly qualified employees to critical positions in rural areas. Relocation incentives defray relocation costs both in the U.S. and overseas. Relocation incentives encourage employees to accept extended assignments and thereby ensure project continuity in connection with Operation Enduring Freedom and Operation Iraqi Freedom. Relocation incentives increase employee interest in working in overseas locations where locality payments do not apply. Retention incentives, in conjunction with longer service contracts, provide mission continuity between tours, allow for rapid deployment execution, and significantly decrease the time required for new operational centers to be at full strength. Retention incentives now include an employee’s locality payments in the formula for determining the amount of the incentive. The stronger financial inducement further closes the pay gap between Federal and private sector salaries, thereby decreasing the knowledge loss of retirement-eligible employees who remain longer in key positions. Retention incentives allow Defense to retain employees in hard-to-fill positions who consider higher-paying private sector positions in high cost locations or in areas with limited candidate resources. Retention incentives help Defense retain high level employees possessing key critical skills or vast amounts of institutional knowledge. Retention incentives enhance Defense’s ability to retain employees with unique, missionrequired skills who would command larger salaries in the private sector (e.g., medical staff, engineers, attorneys, critical wastewater treatment plant operators, seismic modeling experts, and physicists). Retention incentives have stabilized the installation’s workforce by stemming the loss of telecommunications employees and IT staff, particularly to Defense contractors. Retention incentives allow Defense to retain vital lower-graded employees. Retention incentives have been used to maintain employees with unusually unique qualifications at Base Realignment and Closure (BRAC) impacted sites, which is critical during the time of transition. Group retention incentives for security guards and police officers have drastically reduced the turnover rate in those occupations. Group retention incentives are used for realty employees serving classified customers—these employees require security clearances above top-secret and the Department competes with companies who offer bonuses of up to $30,000 to individuals with such clearances. 24 Department of Education The Department of Education reported in the two instances in which they were used, the incentives had a positive impact on employee recruitment and retention. Department of Energy The Department of Energy authorized recruitment incentives for a wide variety of occupations in different pay plans that were difficult to fill due to the lack of available highly qualified candidates and/or undesirable geographical locations, i.e., high cost-of-living areas or remote locations. Energy also authorized retention incentives primarily to retain the agency’s technical workforce in a wide variety of occupations and grades. Not surprising, this incentive was used more than recruitment and relocation incentives combined to retain a more senior workforce. Department of Health and Human Services As with all Federal agencies, the Department of Health and Human Services is facing increasing competition in attracting and retaining talented men and women. The new recruitment, relocation, and retention incentive authorities provided Health and Human Services with additional flexibilities to help recruit and retain employees and improved its recruitment and retention efforts. Department of Homeland Security The Department of Homeland Security found these incentives useful in recruiting employees for hard-to-fill positions and retaining employees with critical skills. Department of Housing and Urban Development The Department of Housing and Urban Development is just beginning to exercise these flexibilities and found them extremely helpful in retaining some of its highly regarded employees. The retention incentives reflected in the Housing and Urban Development report were made to employees who were going to retire. Being able to offer these incentives provides Housing and Urban Development with the time necessary to make other arrangements once the employee does retire. Department of the Interior The Department of the Interior used all three incentives during calendar year 2006. The incentives improved its ability to recruit and retain highly qualified individuals for positions that have historically been difficult to fill because of competition from the private sector and/or the remote location of the position. Interior also emphasized the use of relocation incentives to encourage current employees who are in surplus positions to move to other geographic locations where their competencies would be more effectively utilized. The Bureau of Reclamation offered a group retention incentive to Hoover Dam police officers from grades 07 through 12. Hoover Dam has been designated as a National Critical Infrastructure, and it is imperative for the security of the dam to keep these positions adequately staffed. Maintaining a viable and effective security program with duly authorized law enforcement officers is an expensive undertaking because of the costs associated with recruitment and training. The group retention incentive over a 4-year period of time proved to be a valuable tool in helping retain the Bureau’s cadre of law enforcement officers. 25 The U.S. Fish and Wildlife Service used recruitment and relocation incentives to fill highly technical positions located in either remote locations or duty stations noted for high costs of living. Following the devastation caused by Hurricane Katrina, the Minerals Management Service used recruitment and relocation incentives as part of a larger benefits package to attract and retain highly qualified employees with expertise in petroleum exploration, drilling, and transportation. These new employees were instrumental in helping Interior restore off-shore drilling of oil and the repair and maintenance of oil and gas pipelines. Department of Justice Recruitment, relocation, and retention incentive authorities have been effective tools when the Department of Justice experiences difficulty in recruiting and/or retaining highly qualified personnel. Some bureaus indicated using these pay flexibilities made them able to retain and gain the “best talent in today’s competitive market,” as well as staff hard-to-fill vacancies. Other bureaus report these authorities improved succession planning by providing a method of retaining highly knowledgeable staff to provide leadership and training to less experienced staff. Justice continues to use the recruitment, relocation, and retention incentives either separately or in conjunction with other pay flexibilities to deal with staffing difficulties. Department of Labor The Department of Labor used recruitment incentives to recruit an expert GS-110 economist and an expert in toxicology in the GS-0601 general health science series and to fill several other vacancies where there was difficulty in attracting applicants due to higher salary rates outside of the Government. Labor also used recruitment incentives to recruit good candidates into the MBA Fellows program (GS-0301 miscellaneous administration and program series) who could have found higher-paying work in the private sector. The Employment and Training Administration and the Mine Safety and Health Administration used relocation incentives to convince several employees to relocate to different duty stations where there was a greater need for their services. Labor had been paying a GS-12 Manpower Analyst a retention allowance under the former authority, which it terminated according to the deadline set in the law and regulations. Labor authorized a retention incentive for the employee under the new authority, but terminated it when it was no longer needed due to the employee’s promotion to GS-13. Department of State The Department of State uses retention incentives for the following two major retention programs: The IT Skills Incentive Program (SIP) pays civil service and Foreign Service IT professionals in IT series or skill-coded positions a retention incentive of 5, 10, or 15 percent depending on the special skills attained. The program contributes significantly to State’s recruitment and retention goals and motivates IT professionals to obtain and maintain advanced industry-wide skills, certifications, and credentials. This plan was instituted in 1999 as a 5-year pilot program until it was formalized in October 2005. 26 The competition for skilled IT professionals has not changed since the program’s inception in 1999. Employment trends continue to present stiff competition in a tight labor market for State’s growing demand for current specialized IT skills. SIP has not only helped State retain its experienced IT employees, but has also encouraged them to acquire professional credentials in the latest technology thereby helping State maintain and improve its highly technical information management workforce. In order to maximize SIP’s benefit to State, representatives of State’s IT and human resources community meet monthly to review and adapt the program’s certification requirements in response to changes in State’s needs or in the IT training environment. As a result, employees must continually meet new certification requirements to remain eligible to receive SIP payments. The New Orleans Group Retention Incentive Plan applies to civil service employees and Foreign Service members in the New Orleans metropolitan area. Eligible employees receive a retention incentive of 10 percent of their rate of basic pay, which is paid on a biweekly basis. Department of Transportation The Department of Transportation used recruitment incentives at the Federal Highway Administration as part of its strategy to recruit highly qualified college graduates for key professional disciplines. Thus far, 19 incentives were paid to college graduates and masters degree candidates who otherwise may not have accepted because the Federal Government cannot match private sector salaries. Other incentives were used by Transportation to hire individuals with specialized skills, including private sector candidates who otherwise would not have joined the agency. One relocation incentive was used to relocate a field employee to a headquarters position. This office recruited for four positions in 3 years and received only two qualified candidates. The selectee had hands-on experience in bridge management and also had inspection and technical credibility with outside customers because of his field experience. However, he would not accept the position without a relocation incentive of $12,000. It was imperative this position be filled, and the relocation incentive allowed Transportation to fill it with a highly skilled employee. Retention incentives allowed Transportation to retain the services of invaluable employees in critical positions who would have retired or left for private industry. In three cases—for a financial officer, lead human resources specialist, and realty specialist—these incentives enabled critical program activities to continue, allowing the offices additional time to find suitable replacements for these key employees. Department of the Treasury While the Department of the Treasury’s use of the incentives is not extensive, they are used when needed to maintain critical skills, knowledge, and competencies. The incentives allowed Treasury’s bureaus to compete in the labor market, retain highly qualified and skilled employees, promote succession planning, and support efforts to fill critical, hard-to-fill positions. 27 • Recruitment incentives helped one bureau recruit several exceptional candidates from the private sector who are experts in IT and managing stakeholders in the U.S. payments systems. • Relocation incentives helped one bureau resolve restructuring needs created by Hurricane Katrina and improved the bureau’s recruitment/retention efforts by facilitating the hiring and retention of employees whose skills and experience supported its workforce restructuring initiatives and goals, succession planning, and ability to fill critical, hard-to-fill positions. • Retention incentives were used during calendar year 2006 exclusively as a tool to improve one bureau’s retention of exceptionally qualified employees in key IT positions providing a significant contribution to the overall operation of the bureau. The ability to use this authority improved the bureau’s efforts to retain essential employees who have specific skill sets that are in high demand and/or short supply. In the absence of a retention incentive, it is likely these employees would have left the Federal service. • A retention incentive was offered to one bureau’s top manager who was being sought after by private industry. Loss of this manager would have been a critical blow to its operations. This is the second year the bureau has offered this retention incentive, and the bureau feels the incentive is the reason it has been able to retain the employee. • Retention incentives helped reduce turnover and retain well trained, experienced, and quality staff to maintain essential operations at a high level. This flexibility was used to address important program requirements by providing extra compensation to one employee to stay a few months longer before accepting a private sector position. The incentive provided a tool allowing the bureau to compete with higher-paying corporate employers in the continuing demand for workers with exceptional technical and managerial skills. • Another bureau utilized the retention incentive flexibility to retain employees with unique qualifications whose departure from Federal service would deplete a wealth of business knowledge and technical expertise, making completion of its mission extremely difficult. The retention of those experienced employees with special skills and institutional knowledge of IRS systems is critical to maintain the bureau’s productivity. To lose employees with this expertise would have a negative impact on evaluating and bringing new technologies to the tax-paying public as well as continuing to provide the high level of service expected. Department of Veterans Affairs The Department of Veterans Affairs reported significant use of recruitment, relocation, and retention incentives in calendar year 2006. (See Table 1 for more information.) These figures do not reflect incentive payments authorized under 38 U.S.C. 7401 for physicians, dentists, optometrists, chiropractors, registered nurses, physician assistants, and expanded-function dental auxiliaries appointed under 38 U.S.C. 7401(1). Title 5 recruitment, relocation and retention incentives helped attract and retain highly qualified and skilled individuals. This is especially true for Veterans Affairs’ facilities located in rural, remote, or isolated areas where the pool of suitable candidates is limited, and in high-cost metropolitan areas where facilities must offer higher salaries to compete with private sector salaries. Use of recruitment, relocation, and retention incentives helped reduce the turnover for many mission critical occupations and assisted facilities in stabilizing the workforce with highcaliber individuals. 28 Independent agencies Independent agencies cited several different reasons for their use of recruitment, relocation, and retention incentives. A number of the independent agencies used only very few recruitment, relocation, and retention incentives during the reporting period, but they used these incentives judiciously and strategically to resolve a very specific staffing challenge or to retain employees who were crucial to the accomplishment of an important agency mission. Some independent agencies used incentives to target specific occupations presenting particular hiring or retention challenges or to resolve specific hiring and retention problems in certain regional areas. Other agencies used recruitment, relocation, and retention incentives to recruit and retain employees in high cost-of-living, remote, or undesirable locations, or to address skills imbalances in regional centers or offices. Examples of each of these uses of recruitment, relocation, and retention incentives by independent agencies follow. African Development Foundation The African Development Foundation’s board looks specifically for senior managers who have specific competencies, knowledge, skills, abilities, and extensive experience related to participatory community economic development in Africa or expertise in a grassroots industry viable throughout the countries in which the Foundation operates. Recruitment and retention incentives allowed the Foundation to recruit and retain employees with critical skill sets to meet the agency’s needs. The Foundation authorized two incentives for employees in the senior level pay plan. The first was a recruitment incentive authorized for the newly-hired Vice President and Chief Operating Officer because the individual selected for the position would not have taken the position without the incentive. The second was a retention incentive for the Vice President and Chief Executive Officer for Africa Operations. The Chief Financial Officer, a GS15 employee, is receiving a retention incentive. Because the Foundation is a very small agency, there have been only a small number of turnovers of high level positions in recent years. However, as senior positions become vacant, the incentives will become very important as the agency seeks to recruit and retain candidates with the necessary level of expertise and the specialized knowledge of African economic development. Agency for International Development The Agency for International Development (USAID) did not grant any recruitment or relocation incentives in 2006 but authorized retention incentives for participants in the Department of State/USAID IT Skills Incentives Program (SIP). SIP is a joint effort between State and USAID currently paying employees in specific IT occupational series a retention incentive of 10 or 15 percent of their rate of basic pay for industry-standard skills, professional certifications, and credentials. The program has contributed to the recruitment and retention of IT employees with critical skills in high demand specialties and has resulted in improved job performance, higher employee morale, and greater support to the agency’s critical IT infrastructure. In addition, the program has motivated IT professionals to obtain and maintain advanced industry-standard skills, certifications and credentials. 29 Chemical Safety and Hazard Investigation Board The Chemical Safety and Hazard Investigation Board used recruitment incentives to hire IT specialists. In the past, it has been difficult for the Board to recruit the desired caliber of talent in these positions. The Board has used recruitment incentives to make more attractive offers and has been successful in filling its positions. The Board has not had to use relocation or retention incentives to support its recruitment and retention efforts. Consumer Product Safety Commission The Consumer Product Safety Commission successfully used one relocation incentive and two recruitment incentives to entice high quality candidates to accept offers of employment for three mission critical positions. Historically, textile technologist vacancies have been extremely difficult to fill because so few candidates have the education and experience the position requires. The relocation incentive was essential in convincing an incumbent to accept the new position. Similarly, filling mathematical statistician positions has been challenging because there are a large number of Federal agencies in the Washington, DC, area competing for a relatively small number of applicants. The recruitment incentive was essential to convincing the incumbent to accept the position. The Commission used a recruitment incentive to fill the Assistant Executive Director vacancy in the Office of Hazard Identification and Reduction. Prior to his employment with the Commission, the incumbent was a private sector manager of a multinational manufacturing company. The depth of his knowledge in managing processes and human resources was an excellent match with the position he now occupies, and the recruitment incentive was an essential part of the compensation and benefits package the Commission was able to offer him. Defense Nuclear Facilities Safety Board The Defense Nuclear Facilities Safety Board used retention incentives to retain employees whose services were deemed essential and who would otherwise leave Federal service if the incentives were not paid. The essential nature of the positions was determined by the type the work and its significance to the administrative operations of the Board, the unique qualifications of the employees holding the positions, and the impact on the organization if these employees left the agency for positions in the private sector. Environmental Protection Agency The Environmental Protection Agency (EPA) used recruitment, relocation, and retention incentives during calendar year 2006 only to the extent necessary to retain or recruit employees who would otherwise be lost or unobtainable. Since EPA’s retention rate remains very high and its ability to recruit for all but the most specialized of positions remains strong, personnel-related funds have been better allocated towards staff salaries and bonuses rather than for recruitment and retention incentives. Therefore, the use of the incentives is strategic. Incentives were most often approved in association with occupational series key to the success of the agency’s mission, for example, environmental protection specialist, environmental scientist, toxicologist, research biologist, IT, and attorney-adviser. EPA has also retained sufficient controls on the use of the incentives to ensure the costs and benefits are justified and appropriate. Based on the supporting narrative statements for each request, the agency is able to determine the employment justification was prepared by a higher level official other than the employee’s immediate supervisor. Retention incentive requests are granted based on sufficient documentation. 30 EPA provided several examples of how it uses the various incentives. • EPA continued the use of incentive authorities to recruit and retain key employees in occupations contributing to the success of the agency’s mission. For example, in the field of environmental science, recruitment incentives were used for environmental scientists (GS1301) who possessed expert knowledge in the science field. Together, the recruitment and relocation incentives aided the Agency’s efforts to complete with the private sector for highly-desired talent. • The Office of Air and Radiation used recruitment incentives to recruit highly qualified candidates with unique mixes of skills in a short period of time. This allowed the Office to remain competitive with private industry, which can offer a higher salary, better benefits package, and perks. • Region 10 used both recruitment and relocation incentives as an opportunity to fulfill its affirmative action/equal opportunity goals and, in one case, increase the skill set of IT in the Human Resources Unit. • The Office of the Inspector General requires employees to provide “a written offer of employment” from an outside source along with a written statement documenting that the employee is likely to leave before offering retention incentives. Supporting employment details are provided, such as information on the position offered, the timeline for receiving the offer, with what company and at what salary. EPA recognizes in the near future a confluence of demographic factors will result in both an increase in its attrition through retirements and increased competition for critical employees. As a result, the agency continues to expand its infrastructure (knowledge, processes, and organizational culture) to the extent necessary to efficiently use recruitment and retention incentives as they may become more necessary. Federal Election Commission A retention incentive was used to keep the Federal Election Commission’s top attorney from going to the private sector. Federal Energy Regulatory Commission The Federal Energy Regulatory Commission used recruitment incentives judiciously for certain groups of positions to remain competitive with private sector salaries and benefits. The occupations include energy industry analysts, economists, and electrical engineers. The Commission used these incentives in cases where there was an established pattern of difficulty recruiting candidates with the competencies required for the position in the absence of a recruitment incentive and based on consideration of the factors listed in 5 CFR 575.104(b). Federal Retirement Thrift Investment Board The Federal Retirement Thrift Investment Board used one recruitment incentive to recruit a highly qualified applicant for a difficult-to-fill senior management position. The position required experience most likely to be found outside of the Government, and the most highly qualified applicants had more attractive private sector compensation packages. No other incentives were used during the calendar year as the agency was actually in a downsizing mode, 31 using the Voluntary Early Retirement Authority (VERA) and offering Voluntary Separation Incentive Payments (VSIP), and therefore had limited recruitment and retention issues. Federal Trade Commission The Federal Trade Commission’s (FTC’s) Bureau of Economics employs nearly 70 economists who are responsible for providing economic analysis in support of antitrust and consumer protection investigations, cases, and rulemaking; advising the FTC, Congress, and other Government agencies on the impact on consumers of regulations in various industries; and conducting research and developing reports on the functioning of various industries and competitive processes. FTC uses recruitment incentives, as well as the superior qualifications and special needs pay-setting authority, to recruit highly-qualified PhD economists. Individuals completing doctoral degrees in economics are likely to be courted by universities for faculty posts where they can focus primarily on research. FTC also uses recruitment incentives to fill some critical positions with highly qualified attorneys experienced in agency-specific legal work. This is particularly true in the Washington, DC, area where the agency is competing with private organizations that compensate attorneys with salaries far exceeding the Federal Government’s locality pay. The agency uses retention incentives in situations where highly qualified attorneys are employed in very high cost-of-living areas, such as New York City and San Francisco, and would likely leave without the incentives. FTC believes without offering recruitment incentives and using the superior qualifications and special needs pay-setting authority, it would be impossible for the agency to compete with nonFederal sources to recruit the quality and high level of expertise needed to accomplish the agency’s mission. Also, the ability to pay incentives to retain current employees in critical positions assists the agency in maintaining experienced leaders in its regional offices. General Services Administration During calendar year 2006, less than half of 1 percent of the General Services Administration (GSA) employee population received recruitment, relocation, and retention incentives. While this figure is not imposing, GSA considers these incentives to be important human resources flexibilities that can be helpful in solving particular staffing problems and in meeting strategic human capital management objectives and goals. GSA noted that no recruitment incentives were paid in 2006 whereas four were paid in the previous year. This may be due in part to the fact that GSA was heavily impacted by a hiring freeze in 2006. GSA believes incentives continue to be most helpful in areas like Washington DC, where the competition for highly qualified employees is keen and the cost of living is high. Most of its retention incentives were paid for positions located in the greater Washington, DC, area. Other incentives were paid for positions located in Chicago, IL; Boston, MA; Phoenix, AZ; and Los Angeles, CA. These locations are considered high cost-of-living areas, and the market for high quality employees is very competitive. Relocation incentives were used for positions located primarily in the Western United States, typically for hard to fill positions where previous recruitment efforts had not produced candidates with the necessary experience and skills. The relocations included moves to Portland, OR; Anchorage, AK; Auburn, WA; Spokane, WA; San Francisco, CA; and the Washington, DC, 32 area. According to a human resources manager with responsibility for the Western regions, “…the use of relocation incentives was imperative in convincing candidates to accept hard to fill Realty Specialist positions in certain relatively high cost of living areas…all cases, relocation incentives were considered an excellent tool.” Additional anecdotal evidence indicates the use of these authorities has helped GSA improve its recruitment and retention efforts by allowing it to use additional monetary incentives to attract and retain employees who would otherwise be lost to private industry or retirement/resignation. Sample comments from GSA field offices include: “We do make it a point to discuss 3Rs hiring flexibilities with any selecting official who may be having a difficult time filling a vacant position.” “We have used retention incentives to retain high quality employees who are in occupations that are hard to fill, specifically in occupations in the 2210 (information technology) and 1102 (contracting) series.” “Since we are in a high cost and competitive labor market where private industry often offers initial hiring incentives as well as higher salaries and benefits, the 3Rs have helped us be competitive and attract some well qualified candidates.” “Management feels that the incentives are an investment, as the candidate agrees to remain on board for a specified amount of time in exchange for an incentive.” Merit Systems Protection Board The Merit Systems Protection Board stated relocation incentives allowed it to fill positions with excellent candidates; such positions would otherwise have been vacant for a much longer time. National Aeronautics and Space Administration Although external hiring was limited during calendar year 2006, several National Aeronautics and Space Administration (NASA) Centers found the need to use recruitment incentives at least once during this timeframe in order to attract the candidate of choice. In many instances the amount of the incentive was not particularly large, but it provided what was necessary to “close the deal” with the candidate. Relocation incentives will continue to be important to the agency to leverage its workforce effectively. In particular, they have been effective in NASA’s efforts to address skill imbalances and strengthen core competencies at Centers. They have also been very useful in encouraging NASA employees to accept positions at Stennis Space Center and the recently established NASA Shared Services Center located at the Stennis Space Center. Since the surrounding area was devastated by Hurricane Katrina, there is limited housing availability. Attracting individuals to this area will continue to be a challenge. Although NASA made limited use of retention incentives during calendar year 2006, it anticipates the use of retention incentives may increase over the next few years with the need to retain the skills necessary to support safe Space Shuttle flight until the program’s retirement in 2010. National Archives and Records Administration During calendar year 2006, the National Archives and Records Administration used retention incentives to retain key staff with critical skill sets to address the challenges of electronic records in Government, particularly in the computer engineering, information technology, and records 33 management fields; to retain retirement eligible employees with vast amounts of institutional knowledge; and to retain employees in difficult-to-fill positions who would have otherwise been lost to higher-paying positions in the private sector. The National Archives and Records Administration did not authorize any recruitment or relocation incentives during the reporting period, due in part to a hiring freeze in effect for more than half of the reporting period. National Capital Planning Commission During calendar year 2006, the National Capital Planning Commission paid retention incentives to retain employees who serve in critical positions within the agency— • A supervisory community planner was offered a position with a local park authority. The employee is the only licensed engineer on staff, and his experience and abilities in his field would be nearly impossible to replace. He was involved in the creation of the Legacy Plan, a 21st century vision for the National Capital Region. His retention is critical to the development and implementation of several initiatives identified in the Plan. • A supervisory public affairs specialist was offered a position with an outside communications firm. The employee serves as a top advisor to the Commission’s chairman and executive director as well as a senior liaison to the White House on agency initiatives involving the Executive Office. She is vital to the ongoing success of the Commission’s international collaborations, including the agency’s role in Capital Alliance, a global organization for capital city planners from around the world. Her expert knowledge of the local and Federal interests and her excellent relations with members of Washington’s media corps make her services invaluable to furthering the goals and mission of the Commission. National Science Foundation The National Science Foundation (NSF) uses a number of sources and methods to recruit employees and has leveraged the use of technology to supplement the more traditional recruiting methods. NSF has a reputation for being an attractive place to work and views itself as having a culture of civility. NSF points out that it was rated the second best place to work in the Federal Government by the Partnership for Public Service. However, NSF continues to face challenges associated with recruiting staff from an “in-demand” scientific and engineering population with the requisite skills to address the rapid changes in the frontiers of science, including individuals from diverse backgrounds and geographic or academic locations. NSF recognizes it is competing with private sector entities in all of its job categories for the best possible talent in fields where available talent is scarce and often not diverse. As a result, the NSF Human Capital Management Plan encourages the strategic use of recruitment, relocation, and retentive incentives when appropriate. During calendar year 2006, NSF offered two recruitment incentives in order to hire employees with special skills. A science assistant with a unique skill set in social sciences and demonstrated knowledge of computer utilization for movement of complex data sets coupled with computer programming was secured for a critical position through the use of a recruitment 34 incentive. The second incentive was used to recruit a contract specialist with the requisite credentials and character, which otherwise had been difficult to find. A senior scientist in the field of ocean sciences had the skills and relevant job experience in environmental impact assessment, scientific research activities, associated large-scale logistics, and operations making him uniquely qualified for a critical leadership position at the Foundation. He had previously declined the position twice and was the only candidate with the experience and expertise to be effective immediately. NSF used a relocation incentive to convince him to accept the position and move to the Washington, DC, metropolitan area from New Orleans, Louisiana. NSF paid no retention incentives during calendar year 2006. Overseas Private Investment Corporation During calendar year 2006, the Overseas Private Investment Corporation used one relocation incentive to relocate a highly qualified candidate from Ohio to Washington, DC. The incentive was deemed a useful recruitment tool, since previous recruitment efforts generated few candidates. Pension Benefit Guaranty Corporation The Pension Benefit Guaranty Corporation stated the incentives improved its ability to recruit highly talented individuals for positions which would have been difficult to fill in the absence of an incentive. Railroad Retirement Board In calendar year 2006, the Railroad Retirement Board paid a retention incentive to retain a GS0301-13, Medicare contractor operations specialist who would have been likely to leave without the incentive. Loss of the employee would have negatively affected the Board’s ability to analyze budget requests submitted by its Medicare carrier to monitor on-going budgetary activities and would have resulted in a disruption of service to the public. The Board did not pay any recruitment or relocation incentives. Selective Service System The Selective Service System used one incentive during calendar year 2006. A retention incentive was paid to a GS-13-2210 IT specialist employee who the agency felt was likely to leave the Federal Government had it not taken such action. After the employee’s salary increased following a promotion, the retention incentive was deemed no longer necessary and was terminated. Smithsonian Institution The Smithsonian Institution used recruitment and retention incentives throughout the agency, as follows: • The Office of Facilities Engineering & Operations authorized recruitment incentives to assist new hires with relocating to the Washington, DC, metropolitan area. 35 • The National Zoological Park used recruitment incentives to compete with other organizations for highly qualified candidates. • The Smithsonian Astrophysical Observatory used recruitment incentives to hire qualified managers to take on specific projects. • The National Museum of the American Indian used a relocation incentive to move an individual from Oklahoma to Washington, DC. • The Office of Facilities Engineering & Operations offered retention incentives to key managers, and the National Zoological Park offered them to key employees who were all being offered more competitive salaries by the private sector. • The Smithsonian Astrophysical Observatory offered retention incentives to retain personnel who were essential for completion of a project. Social Security Administration The Social Security Administration meets most of its hiring needs through a proactive, aggressive National Recruiting Program. However, it has found the incentives to be very effective when it has offered an incentive to recruit or retain a highly or uniquely qualified individual. Tax Court The U.S. Tax Court must attract and recruit the most highly qualified law school and advancedstudy law school graduates for the position of law clerk/attorney-adviser. Due to the competitiveness of the market from which potential candidates for the position of law clerk/attorney-adviser are recruited, the Judges and Special Trial Judges of the Court continue to encounter difficulties in filling these positions with the most highly qualified candidates. The Court has adopted a policy of using recruitment incentives only for law clerk/attorney-adviser positions at the GS-0904 and GS-0905-11 and 12 levels. In order to be considered for the recruitment incentive, specific criteria is considered to include class standing, grade point average, specialized credentials, special academic background, and/or unique experience. As a result of the authority, the Court has significantly improved its ability to attract, recruit, and appoint quality candidates to work as law clerks/attorney-advisers to our Judges. U.S. Office of Personnel Management The use of recruitment incentives enhanced the U.S. Office of Personnel Management’s (OPM’s) ability to hire quality candidates in key occupations. The use of the retention incentive allowed OPM to retain a critical employee needed to address crucial legal issues as well as provide procedural and policy continuity during transition to the agency’s new General Counsel. Barriers to using recruitment, relocation, and retention incentives OPM asked agencies to provide information on any barriers they were facing in using the recruitment, relocation, and retention incentive authorities as human capital flexibilities. Based on the responses we received, agencies are not experiencing significant barriers in using these flexibilities. Altogether, 95 agencies responded to OPM. Of these, 48 submitted negative reports saying they had not used any of the incentives during the reporting period, and 47 submitted positive reports detailing their use of the incentives during the reporting period. Most agencies did not specifically address the question of barriers to incentive use in their reports. 36 Of the 48 that submitted negative reports, only the Equal Employment Opportunity Commission and the National Endowment for the Arts commented on barriers to using incentives. Both said the main barrier is budget constraints. Of the 47 agencies that submitted positive reports, five agencies, which included four departments (Commerce, Education, Energy, and Veterans Affairs) and one independent agency (the General Services Administration) said they were not experiencing any barriers to the use of recruitment, relocation, and retention incentives as human capital flexibilities. Three agencies, which included two departments (Agriculture and Defense) and one independent agency (the National Archives and Records Administration), mentioned some barriers to their use of the flexibilities. Agriculture and Defense cited budget constraints as the most significant barrier to incentive use. All three agencies also mentioned the restriction on interagency use of recruitment and retention incentives, which hampers their ability to effectively use these flexibilities. The National Archives and Records Administration would welcome using retention incentives for employees who are likely to leave their positions for positions in other Federal agencies, particularly when the agencies have pay banding or demonstration projects in place. Housing and Urban Development, while not citing restrictions on interagency use of the incentives as a barrier, said their managers would prefer to be able to use the recruitment incentive for status candidates from other departments, especially if the candidates were required to sign a service agreement. The General Services Administration, while not citing restrictions on interagency use of the incentives as a barrier, did mention it would be helpful in certain situations to be allowed to pay retention incentives to current employees likely to leave for another Federal agency. They said a retention incentive could not be considered or approved on more than one occasion because it was likely that the employee would leave GSA for another Federal agency. V. CONCLUSION One of the biggest challenges facing Federal agencies is attracting and retaining the high-quality employees they need to achieve their missions. As evidenced by the information in this report, Federal agencies are using recruitment, relocation, and retention incentives strategically to address these challenges and build and maintain a high-performing workforce with essential skills and competencies. Agencies consistently reported using the incentives to accomplish strategic human capital goals. The data in this report show many agencies realized these goals at relatively low average incentive costs in calendar year 2006. Further, in calendar year 2006 agencies typically paid recruitment, relocation, and retention incentives to employees in occupations critical to agency missions, such as health care, engineering, security, and information technology. Agencies also used the incentives to fill positions at the grade or work levels that one might expect: 53 percent of recruitment incentives were used to recruit new employees into entry and developmental-level positions (e.g., at GS-07, GS-09, and GS-11) and 80 percent of relocation incentives were paid to employees in intermediate and upper level positions (e.g., at GS-11, GS-12, GS-13, and GS-14). The use of 37 retention incentives was spread over a wide range of grade or work levels—an indication that agencies are focused on making sure critical employees are retained at all work levels. OPM is pleased to see agencies use recruitment, relocation, and retention incentives to achieve the goals for which the incentives were created—to attract and retain an effective civilian workforce. Strategic use of recruitment, relocation, and retention incentives will become increasingly important to address recruitment and retention issues arising from the upcoming retirement wave and the growing competition for talent. OPM will continue to provide guidance to assist agencies in taking full advantage of these and other human capital flexibilities to attract and retain well-qualified, high-performing Federal employees. 38 Attachment 1 REPORTING AGENCIES DEPARTMENTS Agriculture Commerce Defense Education Energy Health and Human Services Homeland Security Housing and Urban Development INDEPENDENT AGENCIES Advisory Council for Historic Preservation African Development Foundation Agency for International Development American Battle Monuments Commission Arctic Research Commission Armed Forces Retirement Home Barry M. Goldwater Scholarship and Excellence in Education Foundation Broadcasting Board of Governors Chemical Safety and Hazard Investigation Board Christopher Columbus Fellowship Foundation Commission on Civil Rights Commission of Fine Arts Committee for Purchase from People Who Are Blind or Severely Disabled Commodity Futures Trading Commission Consumer Product Safety Commission Corporation for National & Community Service Court Services & Offender Supervision Agency Defense Nuclear Facilities Safety Board Election Assistance Commission Environmental Protection Agency Equal Employment Opportunity Commission Executive Office of the President Export-Import Bank Farm Credit Administration Farm Credit System Insurance Corporation Federal Communications Commission Federal Deposit Insurance Corporation Federal Election Commission Federal Energy Regulatory Commission Federal Housing Finance Board Federal Labor Relations Authority Federal Maritime Commission Federal Mediation and Conciliation Service Federal Mine Safety and Health Review Commission Federal Retirement Thrift Investment Board Federal Trade Commission General Services Administration Government Printing Office Harry S. Truman Scholarship Foundation Holocaust Memorial Museum Institute of Museum & Library Service Inter-American Foundation International Boundary & Water Commission International Trade Commission James Madison Memorial Fellowship Foundation Japan-US Friendship Commission Library of Congress Marine Mammal Commission Merit Systems Protection Board Millenium Challenge Corporation Morris K. Udall Foundation National Aeronautics and Space Administration National Archives and Records Administration National Capital Planning Commission National Credit Union Administration National Endowment for the Arts National Endowment for the Humanities National Gallery of Art National Labor Relations Board National Mediation Board National Science Foundation Nuclear Regulatory Commission Occupational Safety and Health Review Commission Office of Government Ethics Office of Navajo and Hopi Indian Relocation Office of Special Counsel Overseas Private Investment Corporation Pension Benefit Guaranty Corporation Postal Rate Commission Presidio Trust Railroad Retirement Board Securities and Exchange Commission Selective Service System Small Business Administration Smithsonian Institution Social Security Administration Surface Transportation Board Tax Court Trade and Development Agency U.S. Office of Personnel Management Interior Justice Labor State Transportation Treasury Veterans Affairs Attachment 2 AGENCY REPORTS FOR CALENDAR YEAR 2006 Recruitment Incentives Departments Grade or Work Level 11 13 12 09 09 12 15 05 07 13 13 11 12 05 07 09 11 12 13 05 13 15 09 11 12 14 15 11 13 12 13 07 11 09 12 11 12 11 Total Number Paid 1 1 1 1 1 1 1 1 2 1 1 1 1 1 3 4 1 1 1 1 1 1 1 32 21 2 1 1 1 1 4 1 1 1 1 1 1 1 Amount Paid $2,500 $10,000 $15,995 $5,000 $9,540 $15,224 $15,360 $4,500 $4,600 $10,000 $18,854 $10,000 $15,000 $3,000 $6,000 $11,500 $12,500 $17,648 $10,000 $3,000 $10,000 $15,000 $10,739 $440,823 $327,554 $33,596 $11,636 $5,000 $21,271 $16,262 $79,928 $7,090 $2,500 $5,000 $10,617 $14,726 $16,607 $6,532 Pay Department Plan GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Agriculture GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0110 0201 0301 0401 0401 0401 0401 0404 0404 0408 0414 0436 0454 0460 0460 0460 0460 0460 0460 0462 0501 0601 0701 0701 0701 0701 0701 0802 1101 1145 1145 1146 1146 1301 1320 1529 1529 1640 Occupational Series Title ECONOMIST HUMAN RESOURCES MANAGEMENT MISCELLANEOUS ADMINISTRATION AND PROGRAM GENERAL BIOLOGICAL SCIENCE GENERAL BIOLOGICAL SCIENCE GENERAL BIOLOGICAL SCIENCE GENERAL BIOLOGICAL SCIENCE BIOLOGICAL SCIENCE TECHNICIAN BIOLOGICAL SCIENCE TECHNICIAN ECOLOGY ENTOMOLOGY PLANT PROTECTION AND QUARANTINE RANGELAND MANAGEMENT FORESTRY FORESTRY FORESTRY FORESTRY FORESTRY FORESTRY FORESTRY TECHNICIAN FINANCIAL ADMINISTRATION AND PROGRAM GENERAL HEALTH SCIENCE VETERINARY MEDICAL SCIENCE VETERINARY MEDICAL SCIENCE VETERINARY MEDICAL SCIENCE VETERINARY MEDICAL SCIENCE VETERINARY MEDICAL SCIENCE ENGINEERING TECHNICIAN GENERAL BUSINESS AND INDUSTRY AGRICULTURAL PROGRAM SPECIALIST AGRICULTURAL PROGRAM SPECIALIST AGRICULTURAL MARKETING AGRICULTURAL MARKETING GENERAL PHYSICAL SCIENCE CHEMISTRY MATHEMATICAL STATISTICIAN MATHEMATICAL STATISTICIAN FACILITY OPERATIONS SERVICES 1 Recruitment Incentives Departments Grade or Work Level 09 05 09 13 00 07 15 09 11 12 15 05 07 09 13 07 09 11 07 09 12 12 45 01 02 06 01 06 07 01 02 06 01 07 00 V III III II III Total Number Paid 1 2 1 1 1 1 2 1 1 2 1 30 165 92 1 3 14 1 9 7 2 3 8 9 1 2 1 1 1 1 1 1 1 1 1 1 1 1 1 1 Amount Paid $1,000 $12,598 $8,188 $6,000 $38,000 $6,320 $12,000 $5,000 $2,000 $9,500 $7,500 $229,890 $1,063,190 $819,365 $10,000 $12,546 $133,685 $10,231 $58,878 $55,088 $4,000 $10,335 $25,139 $28,230 $2,888 $7,128 $20,328 $5,972 $5,842 $4,788 $5,446 $7,123 $4,946 $6,335 $10,000 $34,500 $8,619 $3,500 $2,500 $4,000 Pay Department Plan GS Agriculture (continued) GS GS GS ES GG GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS WM Commerce WM WM WM WM WM WM WM WM WM WM WM WM WM ZA ZA ZA ZA ZA Occ. Series 1801 1980 2210 2210 0340 2210 0301 0343 0905 0905 0905 1224 1224 1224 1301 1529 1529 1529 2210 2210 2210 9901 9901 9924 9927 9927 9931 9932 9932 9933 9933 9933 9934 9934 9954 0301 0343 1083 1101 1640 Occupational Series Title GENERAL INSPECTION AGRICULTURAL COMMODITY GRADING INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT PROGRAM MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT MISCELLANEOUS ADMINISTRATION AND PROGRAM MANAGEMENT AND PROGRAM ANALYSIS GENERAL ATTORNEY GENERAL ATTORNEY GENERAL ATTORNEY PATENT EXAMINING PATENT EXAMINING PATENT EXAMINING GENERAL PHYSICAL SCIENCE MATHEMATICAL STATISTICIAN MATHEMATICAL STATISTICIAN MATHEMATICAL STATISTICIAN INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT MISCELLANEOUS VESSEL JOBS MISCELLANEOUS VESSEL JOBS ABLE SEAMAN SEAMAN-FISHERMAN SEAMAN-FISHERMAN CHIEF ENGINEER FIRST ASSISTANT ENGINEER FIRST ASSISTANT ENGINEER SECOND ASSISTANT ENGINEER SECOND ASSISTANT ENGINEER SECOND ASSISTANT ENGINEER THIRD ASSISTANT ENGINEER THIRD ASSISTANT ENGINEER UNLICENSED JUNIOR ENGINEER MISCELLANEOUS ADMINISTRATION AND PROGRAM MANAGEMENT AND PROGRAM ANALYSIS TECHNICAL WRITING AND EDITING GENERAL BUSINESS AND INDUSTRY FACILITY OPERATIONS SERVICES 2 Recruitment Incentives Departments Grade or Work Level III V II III III II III IV IV V IV III II IV V IV IV V II IV III IV II III IV II 00 00 00 00 00 00 00 13 00 00 03 05 07 21 Total Number Paid 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 2 1 1 2 1 1 2 2 1 1 2 3 1 1 2 2 1 1 1 2 3 1 1 1 Amount Paid $6,800 $35,750 $1,000 $3,334 $10,000 $5,000 $8,000 $6,000 $10,000 $15,000 $10,000 $10,000 $10,000 $5,000 $25,000 $10,000 $20,000 $10,000 $3,000 $17,000 $5,100 $2,000 $7,977 $12,711 $1,500 $5,000 $20,000 $37,915 $2,000 $10,000 $13,000 $25,000 $35,000 $27,954 $25,000 $25,852 $21,000 $3,000 $25,000 $5,000 Pay Department Plan ZA ZP ZP ZP ZP ZP ZP ZP ZP ZP ZP ZP Commerce (continued) ZP ZP ZP ZP ZP ZP ZP ZP ZP ZP ZS ZS ZS ZT AD AD AD AD AD AD Defense AD AD AD AD AD AD AD AD Occ. Series 1701 0101 0110 0110 0401 0482 0482 0482 0806 0810 0830 0850 1301 1301 1301 1310 1360 1530 1550 1550 2210 2210 0083 0083 0318 1311 0180 0301 0343 0403 0601 0602 0610 1101 1310 1701 1701 1701 1701 1701 Occupational Series Title GENERAL EDUCATION AND TRAINING SOCIAL SCIENCE ECONOMIST ECONOMIST GENERAL BIOLOGICAL SCIENCE FISHERY BIOLOGY FISHERY BIOLOGY FISHERY BIOLOGY MATERIALS ENGINEERING CIVIL ENGINEERING MECHANICAL ENGINEERING ELECTRICAL ENGINEERING GENERAL PHYSICAL SCIENCE GENERAL PHYSICAL SCIENCE GENERAL PHYSICAL SCIENCE PHYSICS OCEANOGRAPHY STATISTICIAN COMPUTER SCIENCE COMPUTER SCIENCE INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT POLICE POLICE SECRETARY PHYSICAL SCIENCE TECHNICIAN PSYCHOLOGY MISCELLANEOUS ADMINISTRATION AND PROGRAM MANAGEMENT AND PROGRAM ANALYSIS MICROBIOLOGY GENERAL HEALTH SCIENCE MEDICAL OFFICER NURSE GENERAL BUSINESS AND INDUSTRY PHYSICS GENERAL EDUCATION AND TRAINING GENERAL EDUCATION AND TRAINING GENERAL EDUCATION AND TRAINING GENERAL EDUCATION AND TRAINING GENERAL EDUCATION AND TRAINING 3 Recruitment Incentives Departments Grade or Work Level 25 03 09 00 02 02 02 04 02 03 02 03 03 02 03 02 03 03 01 02 03 01 01 02 01 01 01 03 03 03 01 02 01 02 03 03 02 04 00 00 Total Number Paid 1 9 3 1 1 1 4 1 1 2 7 2 2 2 2 2 1 1 1 1 1 1 1 3 1 1 1 1 1 1 1 1 1 1 1 1 1 1 2 1 Amount Paid $5,000 $44,500 $22,000 $2,000 $10,000 $21,588 $16,000 $10,800 $9,825 $16,000 $49,903 $16,000 $11,000 $14,825 $15,000 $19,650 $10,000 $5,000 $3,000 $3,000 $10,000 $3,000 $3,000 $9,000 $3,000 $3,000 $3,000 $19,269 $11,000 $15,000 $10,000 $8,000 $5,000 $4,000 $10,000 $5,000 $10,000 $25,000 $67,739 $14,500 Pay Department Plan AD AD AD AD DB DB DB DB DB DB DB DB DB DB DB DB DB DJ DP DP Defense (continued) DP DP DP DP DP DP DP DP DR DR DR DR DR DR DR DR DR DR ES ES Occ. Series 1701 1710 1710 1811 0150 0180 0801 0801 0830 0854 0855 0855 0861 0893 0893 1310 1310 1035 0830 0830 0830 0850 0854 0855 0861 0893 1320 1320 0401 0830 0855 0858 0861 0861 0861 1310 1520 1550 0301 0560 Occupational Series Title GENERAL EDUCATION AND TRAINING EDUCATION AND VOCATIONAL TRAINING EDUCATION AND VOCATIONAL TRAINING CRIMINAL INVESTIGATING GEOGRAPHY PSYCHOLOGY GENERAL ENGINEERING GENERAL ENGINEERING MECHANICAL ENGINEERING COMPUTER ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING AEROSPACE ENGINEERING CHEMICAL ENGINEERING CHEMICAL ENGINEERING PHYSICS PHYSICS PUBLIC AFFAIRS MECHANICAL ENGINEERING MECHANICAL ENGINEERING MECHANICAL ENGINEERING ELECTRICAL ENGINEERING COMPUTER ENGINEERING ELECTRONICS ENGINEERING AEROSPACE ENGINEERING CHEMICAL ENGINEERING CHEMISTRY CHEMISTRY GENERAL BIOLOGICAL SCIENCE MECHANICAL ENGINEERING ELECTRONICS ENGINEERING BIOMEDICAL ENGINEERING AEROSPACE ENGINEERING AEROSPACE ENGINEERING AEROSPACE ENGINEERING PHYSICS MATHEMATICS COMPUTER SCIENCE MISCELLANEOUS ADMINISTRATION AND PROGRAM BUDGET ANALYSIS 4 Recruitment Incentives Departments Grade or Work Level 12 07 09 11 12 13 14 15 09 12 12 13 08 12 12 13 14 07 09 09 05 12 14 07 12 13 14 07 07 11 12 12 07 11 05 11 09 11 14 11 Total Number Paid 1 1 4 9 6 8 3 1 2 1 1 1 1 1 1 1 1 1 3 2 1 1 1 1 1 2 1 2 2 1 1 1 2 2 7 2 1 2 1 1 Amount Paid $5,000 $10,000 $51,500 $131,742 $80,950 $57,711 $44,707 $10,000 $27,428 $25,000 $5,000 $8,000 $3,500 $14,763 $5,000 $10,000 $5,000 $5,000 $27,500 $12,500 $7,500 $10,000 $2,500 $10,000 $2,500 $14,927 $9,167 $19,207 $17,947 $14,992 $25,000 $10,000 $18,336 $10,000 $21,732 $8,250 $6,279 $15,426 $20,424 $5,007 Pay Department Plan GG GG GG GG GG GG GG GG GG GG GG GG GG GG GG GG GG GG GG GG Defense (continued) GG GG GG GG GG GG GG GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0080 0132 0132 0132 0132 0132 0132 0132 0134 0184 0201 0201 0303 0343 0560 0801 0801 0855 0855 0861 0893 1515 1550 2210 2210 2210 2210 0018 0020 0028 0028 0062 0080 0080 0085 0101 0180 0180 0180 0185 Occupational Series Title SECURITY ADMINISTRATION INTELLIGENCE INTELLIGENCE INTELLIGENCE INTELLIGENCE INTELLIGENCE INTELLIGENCE INTELLIGENCE INTELLIGENCE AID AND CLERK SOCIOLOGY HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT MISCELLANEOUS CLERK AND ASSISTANT MANAGEMENT AND PROGRAM ANALYSIS BUDGET ANALYSIS GENERAL ENGINEERING GENERAL ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING AEROSPACE ENGINEERING CHEMICAL ENGINEERING OPERATIONS RESEARCH COMPUTER SCIENCE INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT SAFETY AND OCCUPATIONAL HEALTH MANAGEMENT COMMUNITY PLANNING ENVIRONMENTAL PROTECTION SPECIALIST ENVIRONMENTAL PROTECTION SPECIALIST CLOTHING DESIGN SECURITY ADMINISTRATION SECURITY ADMINISTRATION SECURITY GUARD SOCIAL SCIENCE PSYCHOLOGY PSYCHOLOGY PSYCHOLOGY SOCIAL WORK 5 Recruitment Incentives Departments Grade or Work Level 09 09 04 05 06 07 09 11 12 13 14 15 04 05 07 04 05 06 07 13 14 12 05 07 09 11 12 13 07 09 12 13 11 05 09 11 13 Total Number Paid 1 2 7 2 2 2 1 2 2 3 4 1 2 1 3 1 2 2 1 2 1 1 1 2 1 1 2 1 2 2 1 1 1 1 1 1 1 Amount Paid $4,619 $10,620 $50,746 $11,301 $5,616 $15,602 $8,000 $22,568 $17,000 $49,696 $47,580 $24,454 $13,584 $6,710 $13,120 $5,795 $11,829 $7,581 $3,120 $11,565 $21,883 $15,573 $5,000 $1,000 $9,000 $5,000 $10,000 $15,000 $18,777 $26,112 $5,000 $17,284 $5,000 $7,401 $3,300 $8,000 $25,000 Pay Department Plan GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Defense (continued) GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0187 0201 0203 0203 0203 0203 0301 0301 0301 0301 0301 0301 0303 0303 0303 0318 0318 0318 0318 0340 0340 0341 0343 0343 0343 0343 0343 0343 0346 0346 0346 0346 0391 0401 0401 0401 0401 Occupational Series Title SOCIAL SERVICES HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES ASSISTANCE HUMAN RESOURCES ASSISTANCE HUMAN RESOURCES ASSISTANCE HUMAN RESOURCES ASSISTANCE MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS CLERK AND ASSISTANT MISCELLANEOUS CLERK AND ASSISTANT MISCELLANEOUS CLERK AND ASSISTANT SECRETARY SECRETARY SECRETARY SECRETARY PROGRAM MANAGEMENT PROGRAM MANAGEMENT ADMINISTRATIVE OFFICER MANAGEMENT AND PROGRAM ANALYSIS MANAGEMENT AND PROGRAM ANALYSIS MANAGEMENT AND PROGRAM ANALYSIS MANAGEMENT AND PROGRAM ANALYSIS MANAGEMENT AND PROGRAM ANALYSIS MANAGEMENT AND PROGRAM ANALYSIS LOGISTICS MANAGEMENT LOGISTICS MANAGEMENT LOGISTICS MANAGEMENT LOGISTICS MANAGEMENT TELECOMMUNICATIONS GENERAL BIOLOGICAL SCIENCE GENERAL BIOLOGICAL SCIENCE GENERAL BIOLOGICAL SCIENCE GENERAL BIOLOGICAL SCIENCE 6 Recruitment Incentives Departments Grade or Work Level 07 09 11 12 13 07 09 05 07 09 13 07 06 05 06 07 12 13 14 13 14 15 07 11 12 09 10 11 12 13 05 06 11 09 11 06 04 05 07 05 09 Total Number Paid 4 2 3 1 1 4 2 7 29 17 1 1 1 1 1 3 1 2 1 5 44 31 1 11 19 10 40 43 29 2 15 9 1 1 1 3 5 1 1 1 2 Amount Paid $18,000 $19,550 $26,000 $13,840 $3,164 $17,250 $5,500 $20,720 $171,539 $114,894 $7,372 $7,802 $3,000 $6,000 $6,000 $11,848 $9,258 $35,719 $33,061 $108,287 $1,025,575 $873,528 $11,962 $147,744 $311,009 $70,879 $296,439 $331,724 $420,483 $34,107 $56,985 $46,181 $3,032 $9,914 $4,000 $14,507 $29,588 $3,068 $3,118 $3,686 $23,182 Pay Department Plan GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Defense (continued) GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0501 0501 0501 0501 0505 0510 0510 0511 0511 0511 0511 0525 0540 0545 0545 0561 0601 0601 0601 0602 0602 0602 0603 0603 0603 0610 0610 0610 0610 0610 0620 0620 0631 0633 0633 0636 0640 0640 0640 0642 0642 Occupational Series Title FINANCIAL ADMINISTRATION AND PROGRAM FINANCIAL ADMINISTRATION AND PROGRAM FINANCIAL ADMINISTRATION AND PROGRAM FINANCIAL ADMINISTRATION AND PROGRAM FINANCIAL MANAGEMENT ACCOUNTING ACCOUNTING AUDITING AUDITING AUDITING AUDITING ACCOUNTING TECHNICIAN VOUCHER EXAMINING MILITARY PAY MILITARY PAY BUDGET CLERICAL AND ASSISTANCE GENERAL HEALTH SCIENCE GENERAL HEALTH SCIENCE GENERAL HEALTH SCIENCE MEDICAL OFFICER MEDICAL OFFICER MEDICAL OFFICER PHYSICIANS ASSISTANT PHYSICIANS ASSISTANT PHYSICIANS ASSISTANT NURSE NURSE NURSE NURSE NURSE PRACTICAL NURSE PRACTICAL NURSE OCCUPATIONAL THERAPIST PHYSICAL THERAPIST PHYSICAL THERAPIST REHABILITATION THERAPY ASSISTANT HEALTH AID AND TECHNICIAN HEALTH AID AND TECHNICIAN HEALTH AID AND TECHNICIAN NUCLEAR MEDICINE TECHNICIAN NUCLEAR MEDICINE TECHNICIAN 7 Recruitment Incentives Departments Grade or Work Level 11 08 06 07 08 09 07 08 11 12 12 13 14 14 11 12 06 12 13 14 06 07 11 11 13 07 09 12 05 11 07 13 07 12 07 09 11 07 12 13 07 Total Number Paid 1 1 5 4 8 1 1 5 19 7 1 2 1 1 1 1 1 2 19 1 2 3 1 1 1 2 6 1 1 2 1 1 1 1 2 1 1 1 1 1 3 Amount Paid $16,459 $10,369 $29,178 $26,266 $48,713 $14,985 $10,820 $46,606 $287,796 $70,122 $3,633 $39,913 $10,000 $7,047 $5,273 $15,573 $5,000 $28,341 $357,390 $26,703 $11,373 $5,770 $5,000 $4,712 $15,000 $14,142 $70,064 $9,802 $7,436 $4,488 $10,142 $5,000 $2,000 $10,000 $22,560 $10,142 $12,408 $10,142 $10,000 $7,735 $15,142 Pay Department Plan GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Defense (continued) GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0642 0646 0647 0647 0647 0647 0649 0649 0660 0660 0662 0662 0665 0667 0671 0671 0675 0680 0680 0680 0682 0682 0682 0690 0690 0801 0801 0801 0802 0802 0803 0803 0804 0804 0806 0806 0806 0808 0808 0808 0810 Occupational Series Title NUCLEAR MEDICINE TECHNICIAN PATHOLOGY TECHNICIAN DIAGNOSTIC RADIOLOGIC TECHNOLOGIST DIAGNOSTIC RADIOLOGIC TECHNOLOGIST DIAGNOSTIC RADIOLOGIC TECHNOLOGIST DIAGNOSTIC RADIOLOGIC TECHNOLOGIST MEDICAL INSTRUMENT TECHNICIAN MEDICAL INSTRUMENT TECHNICIAN PHARMACIST PHARMACIST OPTOMETRIST OPTOMETRIST SPEECH PATHOLOGY AND AUDIOLOGY ORTHOTIST AND PROSTHETIST HEALTH SYSTEM SPECIALIST HEALTH SYSTEM SPECIALIST MEDICAL RECORDS TECHNICIAN DENTAL OFFICER DENTAL OFFICER DENTAL OFFICER DENTAL HYGIENE DENTAL HYGIENE DENTAL HYGIENE INDUSTRIAL HYGIENE INDUSTRIAL HYGIENE GENERAL ENGINEERING GENERAL ENGINEERING GENERAL ENGINEERING ENGINEERING TECHNICIAN ENGINEERING TECHNICIAN SAFETY ENGINEERING SAFETY ENGINEERING FIRE PROTECTION ENGINEERING FIRE PROTECTION ENGINEERING MATERIALS ENGINEERING MATERIALS ENGINEERING MATERIALS ENGINEERING ARCHITECTURE ARCHITECTURE ARCHITECTURE CIVIL ENGINEERING 8 Recruitment Incentives Departments Grade or Work Level 09 12 07 09 05 07 09 11 14 09 11 05 07 09 12 07 09 11 07 09 07 09 13 07 09 05 09 11 07 07 09 11 04 05 12 13 09 07 09 11 Total Number Paid 1 1 2 1 1 20 78 2 1 35 1 1 7 17 2 3 6 2 8 9 7 5 1 1 3 1 7 1 1 3 3 1 1 1 1 1 2 7 1 1 Amount Paid $10,142 $4,843 $20,284 $4,000 $10,078 $138,136 $593,440 $26,407 $17,500 $192,000 $8,000 $10,078 $65,784 $158,444 $19,052 $32,379 $59,922 $16,234 $57,710 $49,958 $62,852 $52,358 $5,000 $4,000 $10,000 $8,188 $55,710 $18,461 $4,000 $24,736 $27,414 $16,026 $4,000 $4,000 $17,991 $20,846 $22,428 $65,534 $9,000 $9,237 Pay Department Plan GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Defense (continued) GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0810 0810 0819 0819 0830 0830 0830 0830 0830 0840 0840 0850 0850 0850 0850 0854 0854 0854 0855 0855 0861 0861 0861 0871 0871 0893 0893 0893 0894 0896 0896 0896 0899 0899 0905 1035 1083 1101 1101 1101 Occupational Series Title CIVIL ENGINEERING CIVIL ENGINEERING ENVIRONMENTAL ENGINEERING ENVIRONMENTAL ENGINEERING MECHANICAL ENGINEERING MECHANICAL ENGINEERING MECHANICAL ENGINEERING MECHANICAL ENGINEERING MECHANICAL ENGINEERING NUCLEAR ENGINEERING NUCLEAR ENGINEERING ELECTRICAL ENGINEERING ELECTRICAL ENGINEERING ELECTRICAL ENGINEERING ELECTRICAL ENGINEERING COMPUTER ENGINEERING COMPUTER ENGINEERING COMPUTER ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING AEROSPACE ENGINEERING AEROSPACE ENGINEERING AEROSPACE ENGINEERING NAVAL ARCHITECTURE NAVAL ARCHITECTURE CHEMICAL ENGINEERING CHEMICAL ENGINEERING CHEMICAL ENGINEERING WELDING ENGINEERING INDUSTRIAL ENGINEERING INDUSTRIAL ENGINEERING INDUSTRIAL ENGINEERING ENGINEERING AND ARCHITECTURE STUDENT TRAINEE ENGINEERING AND ARCHITECTURE STUDENT TRAINEE GENERAL ATTORNEY PUBLIC AFFAIRS TECHNICAL WRITING AND EDITING GENERAL BUSINESS AND INDUSTRY GENERAL BUSINESS AND INDUSTRY GENERAL BUSINESS AND INDUSTRY 9 Recruitment Incentives Departments Grade or Work Level 12 07 09 11 14 11 09 14 07 09 13 05 07 09 12 13 07 13 09 11 07 09 11 06 11 11 12 06 07 15 09 07 11 11 12 12 13 14 07 09 11 Total Number Paid 1 14 3 2 1 1 1 2 1 2 1 1 1 4 1 1 2 1 2 1 3 8 2 2 1 1 1 4 1 1 1 2 1 2 1 1 2 1 5 1 3 Amount Paid $7,500 $123,402 $27,000 $12,292 $5,000 $10,000 $14,084 $56,794 $8,779 $21,330 $8,766 $7,401 $9,594 $44,330 $5,000 $10,204 $17,558 $8,000 $23,984 $5,000 $21,510 $92,563 $22,407 $7,020 $9,300 $14,224 $9,344 $13,821 $4,681 $24,371 $1,473 $6,240 $3,000 $19,434 $10,000 $9,791 $26,217 $4,000 $52,665 $4,962 $19,837 Pay Department Plan GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Defense (continued) GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 1101 1102 1102 1102 1170 1173 1301 1306 1310 1310 1310 1320 1320 1320 1330 1350 1515 1515 1520 1530 1550 1550 1550 1702 1740 1750 1750 2005 2005 2030 2101 2102 2130 2152 2152 2181 2181 2181 2210 2210 2210 Occupational Series Title GENERAL BUSINESS AND INDUSTRY CONTRACTING CONTRACTING CONTRACTING REALTY HOUSING MANAGEMENT GENERAL PHYSICAL SCIENCE HEALTH PHYSICS PHYSICS PHYSICS PHYSICS CHEMISTRY CHEMISTRY CHEMISTRY ASTRONOMY AND SPACE SCIENCE GEOLOGY OPERATIONS RESEARCH OPERATIONS RESEARCH MATHEMATICS STATISTICIAN COMPUTER SCIENCE COMPUTER SCIENCE COMPUTER SCIENCE EDUCATION AND TRAINING TECHNICIAN EDUCATION SERVICES INSTRUCTIONAL SYSTEMS INSTRUCTIONAL SYSTEMS SUPPLY CLERICAL AND TECHNICIAN SUPPLY CLERICAL AND TECHNICIAN DISTRIBUTION FACILITIES STORAGE MANAGE TRANSPORTATION SPECIALIST TRANSPORTATION CLERK AND ASSISTANT TRAFFIC MANAGEMENT AIR TRAFFIC CONTROL AIR TRAFFIC CONTROL AIRCRAFT OPERATION AIRCRAFT OPERATION AIRCRAFT OPERATION INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT 10 Recruitment Incentives Departments Grade or Work Level 12 14 04 02 03 02 02 03 04 02 03 03 03 04 02 03 04 03 04 03 04 03 06 00 10 12 11 10 11 08 11 08 08 11 08 10 06 07 10 Total Number Paid 2 2 1 12 2 3 1 1 1 1 1 1 1 2 1 1 2 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 2 1 6 1 3 1 2 Amount Paid $25,000 $23,013 $5,000 $29,500 $6,500 $6,000 $2,500 $3,000 $2,000 $2,500 $2,625 $3,000 $2,500 $20,000 $2,500 $2,500 $16,697 $2,940 $10,000 $1,500 $25,000 $13,000 $25,000 $15,000 $3,000 $12,136 $5,000 $1,372 $11,113 $3,687 $6,000 $11,801 $7,560 $10,000 $22,726 $4,889 $10,065 $3,547 $22,550 Pay Department Plan GS GS ND ND ND ND ND ND ND ND ND ND ND ND ND ND NH NH NP Defense (continued) NP NP NP NT ST WG WG WG WG WG WG WG WG WG WG WG WG WG WG WG Occ. Series 2210 2210 0806 0830 0830 0854 0855 0855 0855 0861 0871 0893 1310 1310 1550 1550 0801 0830 0401 0893 1301 1310 0301 0801 2502 2610 2810 3105 4255 4604 4742 5413 5703 5725 5801 6501 6907 6912 8268 Occupational Series Title INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT MATERIALS ENGINEERING MECHANICAL ENGINEERING MECHANICAL ENGINEERING COMPUTER ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING AEROSPACE ENGINEERING NAVAL ARCHITECTURE CHEMICAL ENGINEERING PHYSICS PHYSICS COMPUTER SCIENCE COMPUTER SCIENCE GENERAL ENGINEERING MECHANICAL ENGINEERING GENERAL BIOLOGICAL SCIENCE CHEMICAL ENGINEERING GENERAL PHYSICAL SCIENCE PHYSICS MISCELLANEOUS ADMINISTRATION AND PROGRAM GENERAL ENGINEERING TELECOMMUNICATIONS MECHANIC ELECTRONIC INTEGRATED SYSTEMS MECHANIC ELECTRICIAN (HIGH VOLTAGE) FABRIC WORKING FUEL DISTRIBUTION SYSTEM MECHANICAL WOOD WORKER UTILITY SYSTEMS REPAIRER-OPERATOR FUEL DISTRIBUTION SYSTEM OPERATOR MOTOR VEHICLE OPERATOR CRANE OPERATING MISC TRANSPORTATION/MOBILE EQUIPMENT MAINT MISC AMMUN MATERIALS HANDLER MATERIALS EXAMINING AND IDENTIFYING AIRCRAFT PNEUDRAULIC SYSTEMS MECHANIC 11 Recruitment Incentives Departments Grade or Work Level 02 01 03 03 01 02 02 01 02 03 02 01 02 03 03 01 01 02 01 02 03 02 01 02 02 02 03 03 03 02 02 01 02 01 02 01 02 Total Number Paid 3 2 1 2 1 1 3 1 9 1 1 1 3 2 1 2 89 1 1 1 1 1 2 3 1 1 1 1 1 1 2 5 5 3 1 4 1 Amount Paid $41,520 $17,558 $22,851 $30,004 $16,892 $17,284 $15,000 $10,000 $98,796 $10,000 $16,458 $5,000 $38,391 $11,000 $5,000 $10,000 $627,264 $10,000 $10,000 $19,200 $10,296 $17,640 $12,639 $27,344 $13,199 $6,000 $24,970 $22,000 $15,445 $15,518 $19,813 $55,242 $58,331 $30,426 $18,104 $40,568 $3,500 Pay Department Plan YA YA YA YA YA YA YA YA YA YA YA YA YA YA YA YA YA Defense (continued) YA YA YA YA YA YA YA YB YC YC YC YC YC YD YD YD YD YD YD YD Occ. Series 0018 0020 0080 0130 0132 0132 0201 0301 0301 0301 0340 0343 0343 0343 0501 0510 0511 0905 1102 1102 1102 1801 2210 2210 0303 0301 0301 0343 1101 1601 0403 0801 0801 0808 0808 0810 0810 Occupational Series Title SAFETY AND OCCUPATIONAL HEALTH MANAGEMENT COMMUNITY PLANNING SECURITY ADMINISTRATION FOREIGN AFFAIRS INTELLIGENCE INTELLIGENCE HUMAN RESOURCES MANAGEMENT MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM PROGRAM MANAGEMENT MANAGEMENT AND PROGRAM ANALYSIS MANAGEMENT AND PROGRAM ANALYSIS MANAGEMENT AND PROGRAM ANALYSIS FINANCIAL ADMINISTRATION AND PROGRAM ACCOUNTING AUDITING GENERAL ATTORNEY CONTRACTING CONTRACTING CONTRACTING GENERAL INSPECTION INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT MISCELLANEOUS CLERK AND ASSISTANT MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MANAGEMENT AND PROGRAM ANALYSIS GENERAL BUSINESS AND INDUSTRY GENERAL FACILITIES AND EQUIPMENT MICROBIOLOGY GENERAL ENGINEERING GENERAL ENGINEERING ARCHITECTURE ARCHITECTURE CIVIL ENGINEERING CIVIL ENGINEERING 12 Recruitment Incentives Departments Grade or Work Level 01 02 01 02 01 02 01 02 01 02 01 02 01 01 02 01 01 02 03 01 02 02 03 02 01 14 03 04 01 02 04 02 02 00 00 00 00 00 09 11 Total Number Paid 4 3 40 13 7 1 5 1 143 33 19 13 1 7 2 1 8 3 5 2 10 2 2 2 6 1 2 1 13 4 1 1 1 2 1 2 2 1 2 1 Amount Paid $32,426 $41,144 $359,899 $86,480 $75,526 $10,000 $53,915 $6,700 $1,193,751 $369,218 $159,755 $144,472 $2,000 $49,487 $35,815 $1,500 $83,355 $24,388 $81,611 $4,000 $20,000 $20,000 $30,000 $16,238 $11,500 $7,000 $10,000 $5,000 $78,000 $24,000 $10,000 $6,000 $6,000 $30,900 $1,317 $31,520 $20,000 $35,000 $12,000 $5,000 Pay Department Plan YD YD YD YD YD YD YD YD YD YD YD YD Defense (continued) YD YD YD YD YD YD YD YD YD YF YF YH YP Education GS AD AD EK EK EK EK EK Energy ES ES ES ES ES GS GS Occ. Series 0819 0819 0830 0830 0850 0850 0854 0854 0855 0855 0861 0861 0893 0896 0896 1320 1515 1515 1515 1550 1550 0801 1515 0660 0899 1101 0303 0303 0801 0801 0801 1306 1310 0340 0511 0801 0840 1310 0080 0130 Occupational Series Title ENVIRONMENTAL ENGINEERING ENVIRONMENTAL ENGINEERING MECHANICAL ENGINEERING MECHANICAL ENGINEERING ELECTRICAL ENGINEERING ELECTRICAL ENGINEERING COMPUTER ENGINEERING COMPUTER ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING AEROSPACE ENGINEERING AEROSPACE ENGINEERING CHEMICAL ENGINEERING INDUSTRIAL ENGINEERING INDUSTRIAL ENGINEERING CHEMISTRY OPERATIONS RESEARCH OPERATIONS RESEARCH OPERATIONS RESEARCH COMPUTER SCIENCE COMPUTER SCIENCE GENERAL ENGINEERING OPERATIONS RESEARCH PHARMACIST ENGINEERING AND ARCHITECTURE STUDENT TRAINEE GENERAL BUSINESS AND INDUSTRY MISCELLANEOUS CLERK AND ASSISTANT MISCELLANEOUS CLERK AND ASSISTANT GENERAL ENGINEERING GENERAL ENGINEERING GENERAL ENGINEERING HEALTH PHYSICS PHYSICS PROGRAM MANAGEMENT AUDITING GENERAL ENGINEERING NUCLEAR ENGINEERING PHYSICS SECURITY ADMINISTRATION FOREIGN AFFAIRS 13 Recruitment Incentives Departments Grade or Work Level 14 09 14 06 09 09 13 14 15 13 15 13 13 09 09 09 13 15 15 15 12 13 00 00 00 00 00 01 01 02 02 02 02 01 02 00 00 00 00 00 Total Number Paid 1 6 1 1 1 1 1 1 1 2 1 3 1 2 2 1 1 2 1 1 2 2 6 1 1 3 20 1 5 1 4 1 1 2 1 1 1 1 1 1 Amount Paid $9,647 $36,000 $2,888 $3,000 $5,249 $5,000 $8,000 $7,500 $11,000 $16,800 $34,500 $20,926 $12,360 $12,000 $11,000 $6,000 $2,000 $30,000 $15,000 $15,000 $23,522 $8,000 $99,800 $10,829 $14,000 $44,259 $648,935 $10,000 $22,000 $3,000 $10,500 $2,000 $2,135 $6,500 $2,000 $53,848 $38,250 $25,000 $15,356 $5,000 Pay Department Plan GS GS GS GS GS GS GS GS GS GS Energy (continued) GS GS GS GS GS GS GS GS GS GS GS GS AD AD AD AD AD AD AD AD Health and Human Services AD AD AD AD AD AD AD AD AD AD Occ. Series 0201 0301 0301 0318 0318 0343 0343 0343 0401 0801 0801 0804 0905 1101 1102 1170 1301 1301 1310 1320 1550 1601 0401 0405 0440 0601 0602 0610 0610 0610 0640 0642 0647 0649 0649 0701 0858 1310 1320 1529 Occupational Series Title HUMAN RESOURCES MANAGEMENT MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM SECRETARY SECRETARY MANAGEMENT AND PROGRAM ANALYSIS MANAGEMENT AND PROGRAM ANALYSIS MANAGEMENT AND PROGRAM ANALYSIS GENERAL BIOLOGICAL SCIENCE GENERAL ENGINEERING GENERAL ENGINEERING FIRE PROTECTION ENGINEERING GENERAL ATTORNEY GENERAL BUSINESS AND INDUSTRY CONTRACTING REALTY GENERAL PHYSICAL SCIENCE GENERAL PHYSICAL SCIENCE PHYSICS CHEMISTRY COMPUTER SCIENCE GENERAL FACILITIES AND EQUIPMENT GENERAL BIOLOGICAL SCIENCE PHARMACOLOGY GENETICS GENERAL HEALTH SCIENCE MEDICAL OFFICER NURSE NURSE NURSE HEALTH AID AND TECHNICIAN NUCLEAR MEDICINE TECHNICIAN DIAGNOSTIC RADIOLOGIC TECHNOLOGIST MEDICAL INSTRUMENT TECHNICIAN MEDICAL INSTRUMENT TECHNICIAN VETERINARY MEDICAL SCIENCE BIOMEDICAL ENGINEERING PHYSICS CHEMISTRY MATHEMATICAL STATISTICIAN 14 Recruitment Incentives Departments Grade or Work Level 00 00 14 15 11 14 15 15 14 15 09 13 13 11 12 13 14 15 13 14 15 07 11 12 04 05 07 09 10 11 12 11 11 09 11 12 08 09 11 Total Number Paid 1 1 4 7 3 1 1 1 2 3 1 1 1 1 1 8 4 2 6 20 18 1 2 2 1 4 5 15 15 3 3 2 1 2 2 1 1 1 1 Amount Paid $10,000 $41,300 $86,005 $178,660 $24,914 $24,071 $34,944 $25,000 $47,752 $59,680 $1,500 $7,735 $4,500 $5,000 $17,000 $85,705 $35,739 $35,000 $93,747 $348,641 $419,344 $11,718 $22,854 $18,373 $6,247 $27,402 $23,772 $100,445 $128,950 $28,481 $40,700 $19,230 $2,772 $10,218 $11,548 $5,006 $4,493 $13,045 $15,012 Pay Department Plan AD ES GP GP GP GP GS GS GS GS GS GS GS GS GS GS GS GS Health and Human Services (continued) GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 1530 0301 0602 0602 0680 0680 0080 0101 0301 0301 0343 0401 0403 0440 0601 0601 0601 0601 0602 0602 0602 0603 0603 0603 0610 0610 0610 0610 0610 0610 0610 0630 0633 0644 0644 0646 0647 0647 0647 Occupational Series Title STATISTICIAN MISCELLANEOUS ADMINISTRATION AND PROGRAM MEDICAL OFFICER MEDICAL OFFICER DENTAL OFFICER DENTAL OFFICER SECURITY ADMINISTRATION SOCIAL SCIENCE MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MANAGEMENT AND PROGRAM ANALYSIS GENERAL BIOLOGICAL SCIENCE MICROBIOLOGY GENETICS GENERAL HEALTH SCIENCE GENERAL HEALTH SCIENCE GENERAL HEALTH SCIENCE GENERAL HEALTH SCIENCE MEDICAL OFFICER MEDICAL OFFICER MEDICAL OFFICER PHYSICIANS ASSISTANT PHYSICIANS ASSISTANT PHYSICIANS ASSISTANT NURSE NURSE NURSE NURSE NURSE NURSE NURSE DIETITIAN AND NUTRITIONIST PHYSICAL THERAPIST MEDICAL TECHNOLOGIST MEDICAL TECHNOLOGIST PATHOLOGY TECHNICIAN DIAGNOSTIC RADIOLOGIC TECHNOLOGIST DIAGNOSTIC RADIOLOGIC TECHNOLOGIST DIAGNOSTIC RADIOLOGIC TECHNOLOGIST 15 Recruitment Incentives Departments Grade or Work Level 11 11 12 14 11 12 08 13 13 14 13 15 00 00 12 13 11 12 13 09 13 09 15 13 09 09 11 12 13 13 13 13 11 11 11 11 14 12 Total Number Paid 2 5 1 2 4 4 1 1 1 1 1 1 1 1 2 1 1 1 2 3 1 1 1 1 1 3 1 1 1 1 1 1 1 1 2 1 1 1 Amount Paid $37,724 $83,784 $8,098 $23,647 $49,557 $57,644 $12,639 $10,531 $500 $6,095 $3,017 $20,966 $4,000 $41,000 $24,933 $7,735 $12,281 $10,000 $27,758 $30,000 $12,376 $9,544 $25,000 $24,362 $9,544 $30,266 $9,659 $6,229 $10,204 $7,000 $14,763 $16,769 $5,000 $15,272 $10,620 $15,000 $29,811 $11,762 Pay Department Plan GS GS GS GS GS Health and Human Services (continued) GS GS GS GS GS GS GS RS ES GS GS GS GS GS Homeland Security GS GS GS GS GS GS GS GS GS GS GS GS Interior GS GS GS GS GS GS GS Occ. Series 0660 0662 0662 0668 0680 0680 0682 0905 1320 1410 1529 2210 0602 0602 0020 0132 0301 0301 0301 0343 0801 0802 1301 1384 1750 1811 1811 0018 0028 0301 0401 0486 0810 0810 0850 0881 1101 1171 Occupational Series Title PHARMACIST OPTOMETRIST OPTOMETRIST PODIATRIST DENTAL OFFICER DENTAL OFFICER DENTAL HYGIENE GENERAL ATTORNEY CHEMISTRY LIBRARIAN MATHEMATICAL STATISTICIAN INFORMATION TECHNOLOGY MANAGEMENT MEDICAL OFFICER MEDICAL OFFICER COMMUNITY PLANNING INTELLIGENCE MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MANAGEMENT AND PROGRAM ANALYSIS GENERAL ENGINEERING ENGINEERING TECHNICIAN GENERAL PHYSICAL SCIENCE TEXTILE TECHNOLOGY INSTRUCTIONAL SYSTEMS CRIMINAL INVESTIGATING CRIMINAL INVESTIGATING SAFETY AND OCCUPATIONAL HEALTH MANAGEMENT ENVIRONMENTAL PROTECTION SPECIALIST MISCELLANEOUS ADMINISTRATION AND PROGRAM GENERAL BIOLOGICAL SCIENCE WILDLIFE BIOLOGY CIVIL ENGINEERING CIVIL ENGINEERING ELECTRICAL ENGINEERING PETROLEUM ENGINEERING GENERAL BUSINESS AND INDUSTRY APPRAISING 16 Recruitment Incentives Departments Grade or Work Level 15 09 03 05 12 13 14 03 04 05 12 11 21 28 00 13 12 11 13 07 09 11 12 13 14 12 07 11 13 07 07 07 12 14 15 07 11 03 04 05 07 Total Number Paid 1 1 1 2 1 1 1 1 8 6 1 1 2 2 1 1 2 3 1 37 77 30 11 9 2 1 1 1 6 6 1 1 1 1 5 1 5 1 6 2 1 Amount Paid $5,000 $6,449 $1,000 $2,000 $4,000 $18,000 $22,690 $1,800 $11,400 $7,800 $23,151 $10,000 $9,738 $9,981 $38,000 $16,458 $33,676 $20,000 $16,458 $170,850 $475,318 $229,764 $91,901 $83,166 $20,000 $15,572 $7,802 $10,000 $102,800 $28,121 $6,700 $7,302 $2,768 $29,820 $89,415 $10,000 $64,644 $2,500 $32,500 $12,500 $5,000 Pay Department Plan GS GS GS GS GS Interior (continued) GS GS GS GS GS GS GS AD AD ES GS GS GS GS GS GS GS GS GS GS GS Justice GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 1171 1301 1311 1311 1315 1350 1350 1399 1399 1399 1529 2210 0905 0905 0340 0080 0083 0101 0101 0132 0132 0132 0132 0132 0132 0180 0343 0343 0343 0501 0511 0560 0560 0602 0602 0603 0603 0610 0610 0610 0610 Occupational Series Title APPRAISING GENERAL PHYSICAL SCIENCE PHYSICAL SCIENCE TECHNICIAN PHYSICAL SCIENCE TECHNICIAN HYDROLOGY GEOLOGY GEOLOGY PHYSICAL SCIENCE STUDENT TRAINEE PHYSICAL SCIENCE STUDENT TRAINEE PHYSICAL SCIENCE STUDENT TRAINEE MATHEMATICAL STATISTICIAN INFORMATION TECHNOLOGY MANAGEMENT GENERAL ATTORNEY GENERAL ATTORNEY PROGRAM MANAGEMENT SECURITY ADMINISTRATION POLICE SOCIAL SCIENCE SOCIAL SCIENCE INTELLIGENCE INTELLIGENCE INTELLIGENCE INTELLIGENCE INTELLIGENCE INTELLIGENCE PSYCHOLOGY MANAGEMENT AND PROGRAM ANALYSIS MANAGEMENT AND PROGRAM ANALYSIS MANAGEMENT AND PROGRAM ANALYSIS FINANCIAL ADMINISTRATION AND PROGRAM AUDITING BUDGET ANALYSIS BUDGET ANALYSIS MEDICAL OFFICER MEDICAL OFFICER PHYSICIANS ASSISTANT PHYSICIANS ASSISTANT NURSE NURSE NURSE NURSE 17 Recruitment Incentives Departments Grade or Work Level 09 10 11 10 09 05 09 07 09 11 12 07 15 07 12 13 15 12 13 15 13 09 11 14 12 09 12 13 09 11 09 09 11 11 14 09 12 15 15 07 Total Number Paid 4 14 3 1 2 1 1 1 3 2 5 1 1 1 1 4 1 1 1 1 1 17 1 1 1 1 1 2 5 1 2 2 3 1 1 4 1 1 1 1 Amount Paid $40,000 $97,493 $48,020 $8,950 $21,952 $4,000 $6,183 $10,142 $37,224 $21,017 $76,719 $5,000 $26,689 $7,056 $18,245 $48,688 $17,844 $5,000 $12,000 $26,689 $5,000 $132,000 $2,000 $20,226 $3,530 $8,000 $3,111 $7,654 $17,500 $5,000 $7,000 $8,000 $28,262 $8,000 $5,000 $14,000 $5,000 $11,261 $15,000 $3,000 Pay Department Plan GS GS GS GS GS GS GS GS Justice (continued) GS GS GS GS GS GS GS GS GS GS GS GS GS GS Labor GS GS GS GS GS GS GS GS GS GS GS Transportation GS GS GS GS GS GS GS Occ. Series 0610 0610 0610 0620 0950 0986 0986 1040 1040 1040 1040 1102 1550 2210 2210 2210 2210 0106 0110 0110 0142 0301 0343 0601 0690 1529 1712 1712 0020 0020 0028 0110 0180 0301 0343 0501 0801 0801 0801 0810 NURSE NURSE NURSE PRACTICAL NURSE PARALEGAL SPECIALIST LEGAL ASSISTANCE LEGAL ASSISTANCE LANGUAGE SPECIALIST LANGUAGE SPECIALIST LANGUAGE SPECIALIST LANGUAGE SPECIALIST CONTRACTING COMPUTER SCIENCE INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT UNEMPLOYMENT INSURANCE ECONOMIST ECONOMIST MANPOWER DEVELOPMENT MISCELLANEOUS ADMINISTRATION AND PROGRAM MANAGEMENT AND PROGRAM ANALYSIS GENERAL HEALTH SCIENCE INDUSTRIAL HYGIENE MATHEMATICAL STATISTICIAN TRAINING INSTRUCTION TRAINING INSTRUCTION COMMUNITY PLANNING COMMUNITY PLANNING ENVIRONMENTAL PROTECTION SPECIALIST ECONOMIST PSYCHOLOGY MISCELLANEOUS ADMINISTRATION AND PROGRAM MANAGEMENT AND PROGRAM ANALYSIS FINANCIAL ADMINISTRATION AND PROGRAM GENERAL ENGINEERING GENERAL ENGINEERING GENERAL ENGINEERING CIVIL ENGINEERING Occupational Series Title 18 Recruitment Incentives Departments Grade or Work Level 09 12 14 14 09 09 13 13 15 13 07 12 13 07 15 15 14 07 05 07 09 11 07 09 09 11 12 13 14 12 13 13 06 12 11 12 13 11 14 Total Number Paid 6 1 1 1 1 1 1 2 1 1 1 1 3 1 1 1 1 2 30 99 37 5 1 1 1 1 1 2 2 2 1 2 10 1 1 2 6 4 1 Amount Paid $21,000 $3,000 $13,224 $4,000 $7,682 $3,500 $5,000 $7,850 $15,000 $20,000 $5,000 $5,000 $34,000 $8,000 $10,752 $9,200 $5,000 $7,113 $75,000 $247,500 $92,500 $12,500 $2,500 $2,500 $8,000 $25,000 $10,000 $12,798 $43,707 $29,875 $10,000 $17,500 $51,946 $3,000 $5,000 $18,573 $54,500 $8,515 $24,000 Pay Department Plan GS GS GS GS GS Transportation (continued) GS GS GS GS GS GS GS GS GS GS GS GS GS GS Treasury GS GS GS GS GS GS GS GS GS GS GS GS GS GS Veterans Affairs GS GS GS GS GS GS Occ. Series 0810 0810 0810 0850 1160 1170 1515 2101 2110 2121 2210 0110 0110 0301 0340 0343 0501 0510 0512 0512 0512 0512 0526 0526 0560 1001 2210 2210 2210 0018 0018 0080 0083 0101 0180 0180 0180 0185 0185 Occupational Series Title CIVIL ENGINEERING CIVIL ENGINEERING CIVIL ENGINEERING ELECTRICAL ENGINEERING FINANCIAL ANALYSIS REALTY OPERATIONS RESEARCH TRANSPORTATION SPECIALIST TRANSPORTATION INDUSTRY ANALYSIS RAILROAD SAFETY INFORMATION TECHNOLOGY MANAGEMENT ECONOMIST ECONOMIST MISCELLANEOUS ADMINISTRATION AND PROGRAM PROGRAM MANAGEMENT MANAGEMENT AND PROGRAM ANALYSIS FINANCIAL ADMINISTRATION AND PROGRAM ACCOUNTING INTERNAL REVENUE AGENT INTERNAL REVENUE AGENT INTERNAL REVENUE AGENT INTERNAL REVENUE AGENT TAX SPECIALIST TAX SPECIALIST BUDGET ANALYSIS GENERAL ARTS AND INFORMATION INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT SAFETY AND OCCUPATIONAL HEALTH MANAGEMENT SAFETY AND OCCUPATIONAL HEALTH MANAGEMENT SECURITY ADMINISTRATION POLICE SOCIAL SCIENCE PSYCHOLOGY PSYCHOLOGY PSYCHOLOGY SOCIAL WORK SOCIAL WORK 19 Recruitment Incentives Departments Grade or Work Level 11 12 13 06 09 11 12 14 06 07 11 12 12 09 07 13 13 08 05 07 08 09 11 12 13 03 04 05 06 04 05 03 08 12 10 11 09 10 Total Number Paid 3 2 3 1 1 1 2 1 2 1 1 1 1 1 1 1 1 1 1 4 9 5 5 1 2 51 51 120 32 18 1 1 1 2 4 2 5 12 Amount Paid $20,500 $26,201 $43,335 $9,743 $4,976 $230 $12,000 $26,000 $1,875 $2,000 $3,000 $19,206 $18,000 $10,738 $5,000 $15,000 $19,135 $4,602 $2,394 $44,028 $58,271 $47,544 $52,032 $8,000 $16,536 $154,276 $105,865 $325,616 $100,241 $29,800 $3,000 $5,000 $5,000 $9,800 $35,000 $10,850 $19,489 $89,154 Pay Department Plan GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Veterans Affairs (continued) GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0201 0201 0201 0203 0301 0301 0301 0301 0318 0318 0341 0342 0343 0404 0503 0505 0510 0525 0601 0601 0601 0601 0601 0601 0601 0620 0620 0620 0620 0621 0621 0622 0622 0630 0631 0631 0633 0633 Occupational Series Title HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES ASSISTANCE MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM SECRETARY SECRETARY ADMINISTRATIVE OFFICER SUPPORT SERVICES ADMINISTRATION MANAGEMENT AND PROGRAM ANALYSIS BIOLOGICAL SCIENCE TECHNICIAN FINANCIAL CLERICAL AND ASSISTANCE FINANCIAL MANAGEMENT ACCOUNTING ACCOUNTING TECHNICIAN GENERAL HEALTH SCIENCE GENERAL HEALTH SCIENCE GENERAL HEALTH SCIENCE GENERAL HEALTH SCIENCE GENERAL HEALTH SCIENCE GENERAL HEALTH SCIENCE GENERAL HEALTH SCIENCE PRACTICAL NURSE PRACTICAL NURSE PRACTICAL NURSE PRACTICAL NURSE NURSING ASSISTANT NURSING ASSISTANT MEDICAL SUPPLY AIDE AND TECHNICIAN MEDICAL SUPPLY AIDE AND TECHNICIAN DIETITIAN AND NUTRITIONIST OCCUPATIONAL THERAPIST OCCUPATIONAL THERAPIST PHYSICAL THERAPIST PHYSICAL THERAPIST 20 Recruitment Incentives Departments Grade or Work Level 11 06 07 04 06 07 08 10 07 09 11 12 04 07 08 10 11 05 06 07 08 09 10 12 08 10 11 04 05 06 07 08 09 10 11 12 13 14 15 05 06 Total Number Paid 12 1 1 1 4 5 1 3 3 17 3 1 1 2 1 1 1 12 2 12 13 8 1 1 2 2 1 3 2 1 3 12 7 2 49 30 5 1 1 4 2 Amount Paid $59,478 $5,056 $2,454 $1,000 $27,008 $23,499 $5,000 $34,145 $11,000 $84,296 $30,339 $5,000 $3,000 $6,000 $4,000 $5,000 $10,000 $51,838 $4,360 $59,524 $67,500 $46,130 $5,000 $5,564 $10,997 $20,000 $17,322 $23,306 $19,195 $10,000 $11,891 $76,098 $56,155 $23,041 $373,631 $174,060 $40,000 $10,000 $31,371 $7,817 $5,134 Pay Department Plan GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Veterans Affairs (continued) GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0633 0636 0636 0640 0640 0640 0640 0642 0644 0644 0644 0644 0645 0645 0646 0646 0646 0647 0647 0647 0647 0647 0647 0647 0648 0648 0648 0649 0649 0649 0649 0649 0649 0649 0660 0660 0660 0660 0660 0661 0661 Occupational Series Title PHYSICAL THERAPIST REHABILITATION THERAPY ASSISTANT REHABILITATION THERAPY ASSISTANT HEALTH AID AND TECHNICIAN HEALTH AID AND TECHNICIAN HEALTH AID AND TECHNICIAN HEALTH AID AND TECHNICIAN NUCLEAR MEDICINE TECHNICIAN MEDICAL TECHNOLOGIST MEDICAL TECHNOLOGIST MEDICAL TECHNOLOGIST MEDICAL TECHNOLOGIST MEDICAL TECHNICIAN MEDICAL TECHNICIAN PATHOLOGY TECHNICIAN PATHOLOGY TECHNICIAN PATHOLOGY TECHNICIAN DIAGNOSTIC RADIOLOGIC TECHNOLOGIST DIAGNOSTIC RADIOLOGIC TECHNOLOGIST DIAGNOSTIC RADIOLOGIC TECHNOLOGIST DIAGNOSTIC RADIOLOGIC TECHNOLOGIST DIAGNOSTIC RADIOLOGIC TECHNOLOGIST DIAGNOSTIC RADIOLOGIC TECHNOLOGIST DIAGNOSTIC RADIOLOGIC TECHNOLOGIST THERAPEUTIC RADIOLOGIC TECHNOLOGIST THERAPEUTIC RADIOLOGIC TECHNOLOGIST THERAPEUTIC RADIOLOGIC TECHNOLOGIST MEDICAL INSTRUMENT TECHNICIAN MEDICAL INSTRUMENT TECHNICIAN MEDICAL INSTRUMENT TECHNICIAN MEDICAL INSTRUMENT TECHNICIAN MEDICAL INSTRUMENT TECHNICIAN MEDICAL INSTRUMENT TECHNICIAN MEDICAL INSTRUMENT TECHNICIAN PHARMACIST PHARMACIST PHARMACIST PHARMACIST PHARMACIST PHARMACY TECHNICIAN PHARMACY TECHNICIAN 21 Recruitment Incentives Departments Grade or Work Level 07 12 12 12 14 13 13 11 12 06 07 08 05 05 08 12 03 14 13 12 11 12 11 12 09 12 13 09 09 06 12 12 13 10 Total Number Paid 1 2 3 2 1 1 1 1 1 2 3 3 1 1 3 1 1 1 4 1 1 1 1 4 1 1 1 1 1 1 2 1 1 3 Amount Paid $5,000 $7,225 $40,905 $21,951 $24,634 $24,707 $10,000 $12,000 $10,000 $7,000 $6,000 $15,000 $2,500 $11,968 $25,000 $10,000 $2,262 $23,337 $50,089 $10,000 $4,297 $5,000 $5,197 $38,610 $13,570 $20,000 $6,500 $13,961 $11,454 $3,000 $23,500 $10,000 $15,058 $30,000 Pay Department Plan GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Veterans Affairs (continued) GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS WG Occ. Series 0661 0665 0667 0669 0670 0671 0672 0673 0673 0675 0675 0675 0681 0682 0682 0690 0699 0701 0801 0819 0858 0905 1035 1102 1306 1306 1306 1310 1712 2005 2010 2210 2210 4742 Occupational Series Title PHARMACY TECHNICIAN SPEECH PATHOLOGY AND AUDIOLOGY ORTHOTIST AND PROSTHETIST MEDICAL RECORDS ADMINISTRATION HEALTH SYSTEM ADMINISTRATION HEALTH SYSTEM SPECIALIST PROSTHETIC REPRESENTATIVE HOSPITAL HOUSEKEEPING MANAGEMENT HOSPITAL HOUSEKEEPING MANAGEMENT MEDICAL RECORDS TECHNICIAN MEDICAL RECORDS TECHNICIAN MEDICAL RECORDS TECHNICIAN DENTAL ASSISTANT DENTAL HYGIENE DENTAL HYGIENE INDUSTRIAL HYGIENE MEDICAL AND HEALTH STUDENT TRAINEE VETERINARY MEDICAL SCIENCE GENERAL ENGINEERING ENVIRONMENTAL ENGINEERING BIOMEDICAL ENGINEERING GENERAL ATTORNEY PUBLIC AFFAIRS CONTRACTING HEALTH PHYSICS HEALTH PHYSICS HEALTH PHYSICS PHYSICS TRAINING INSTRUCTION SUPPLY CLERICAL AND TECHNICIAN INVENTORY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT UTILITY SYSTEMS REPAIRER-OPERATOR 22 Recruitment Incentives Independent Agencies Grade or Work Level 00 00 11 07 12 00 09 00 00 00 09 12 13 14 05 13 12 11 12 13 14 09 07 09 12 07 09 09 07 09 12 07 05 07 09 13 15 07 09 Independent Agency Pay Plan AD Occ. Series 0301 0301 0301 2210 2210 0340 1529 0340 0401 1320 0028 0028 0028 0028 0201 0415 0905 1301 1301 2210 1101 0023 0110 0110 0343 0401 0408 0482 0511 0810 0810 0830 0850 0850 0850 0850 0850 0893 0893 Occupational Series Title MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT PROGRAM MANAGEMENT MATHEMATICAL STATISTICIAN PROGRAM MANAGEMENT GENERAL BIOLOGICAL SCIENCE CHEMISTRY ENVIRONMENTAL PROTECTION SPECIALIST ENVIRONMENTAL PROTECTION SPECIALIST ENVIRONMENTAL PROTECTION SPECIALIST ENVIRONMENTAL PROTECTION SPECIALIST HUMAN RESOURCES MANAGEMENT TOXICOLOGY GENERAL ATTORNEY GENERAL PHYSICAL SCIENCE GENERAL PHYSICAL SCIENCE INFORMATION TECHNOLOGY MANAGEMENT GENERAL BUSINESS AND INDUSTRY OUTDOOR RECREATION PLANNING ECONOMIST ECONOMIST MANAGEMENT AND PROGRAM ANALYSIS GENERAL BIOLOGICAL SCIENCE ECOLOGY FISHERY BIOLOGY AUDITING CIVIL ENGINEERING CIVIL ENGINEERING MECHANICAL ENGINEERING ELECTRICAL ENGINEERING ELECTRICAL ENGINEERING ELECTRICAL ENGINEERING ELECTRICAL ENGINEERING ELECTRICAL ENGINEERING CHEMICAL ENGINEERING CHEMICAL ENGINEERING Number Paid 1 1 1 1 1 1 1 1 1 1 2 1 1 1 1 1 1 1 1 1 1 2 5 4 1 1 1 1 1 1 1 1 1 3 3 2 1 1 2 Total Amount Paid $30,250 $15,764 $10,000 $6,784 $3,902 $20,000 $5,726 $10,000 $10,000 $10,000 $13,841 $5,000 $5,000 $20,000 $2,500 $6,357 $13,840 $13,568 $16,911 $4,000 $15,000 $2,000 $15,000 $12,000 $8,000 $1,000 $1,000 $5,000 $3,000 $3,000 $3,000 $1,000 $10,000 $24,000 $10,000 $25,000 $10,000 $2,000 $7,000 African Development Foundation SL GS GS GS ES GS ES ES ES GS GS GS Broadcasting Board of Governors Chemical Safety and Hazard Investigation Board Consumer Product Safety Commission Environmental Protection Agency GS GS GS GS GS GS GS Export-Import Bank GS GS GS GS GS GS GS GS GS Federal Energy Regulatory Commission GS GS GS GS GS GS GS GS GS GS 23 Recruitment Incentives Independent Agencies Grade or Work Level 11 11 11 13 14 15 07 09 12 13 14 15 00 15 12 13 15 13 14 15 13 12 13 14 14 00 03 04 05 03 03 03 03 03 03 Independent Agency Pay Plan GS GS GS GS GS Occ. Series 0893 0904 0905 0905 0905 0905 1101 1101 1101 1101 1101 1101 0905 0301 0110 0110 0110 0905 0905 0905 0018 0101 0101 0101 0301 0301 0110 0110 0201 0301 0301 0301 0301 0301 0301 Occupational Series Title CHEMICAL ENGINEERING LAW CLERK GENERAL ATTORNEY GENERAL ATTORNEY GENERAL ATTORNEY GENERAL ATTORNEY GENERAL BUSINESS AND INDUSTRY GENERAL BUSINESS AND INDUSTRY GENERAL BUSINESS AND INDUSTRY GENERAL BUSINESS AND INDUSTRY GENERAL BUSINESS AND INDUSTRY GENERAL BUSINESS AND INDUSTRY GENERAL ATTORNEY MISCELLANEOUS ADMINISTRATION AND PROGRAM ECONOMIST ECONOMIST ECONOMIST GENERAL ATTORNEY GENERAL ATTORNEY GENERAL ATTORNEY SAFETY AND OCCUPATIONAL HEALTH MANAGEMENT SOCIAL SCIENCE SOCIAL SCIENCE SOCIAL SCIENCE MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM ECONOMIST ECONOMIST HUMAN RESOURCES MANAGEMENT MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM Number Paid 1 1 3 2 2 2 5 12 2 2 1 1 2 1 4 1 1 1 1 1 1 2 1 1 1 3 2 1 1 2 1 1 14 1 1 Total Amount Paid $3,000 $1,085 $5,000 $13,000 $43,945 $59,944 $15,000 $41,000 $10,000 $20,000 $5,000 $5,000 $20,000 $13,977 $32,000 $10,000 $8,000 $1,500 $15,000 $1,500 $3,500 $13,321 $10,000 $16,000 $10,000 $44,500 $13,000 $10,000 $1,000 $10,000 $7,500 $5,000 $58,000 $5,000 $5,000 Federal Energy Regulatory Commission (continued) GS GS GS GS GS GS GS SL Federal Retirement Thrift Investment Board GS GS GS Federal Trade Commission GS GS GS GS General Services Administration GS GS GS Library of Congress GS GS AD MC MC MC MC Millennium Challenge Corporation MC MC MC MC MC 24 Recruitment Incentives Independent Agencies Grade or Work Level 03 03 04 04 05 05 05 00 00 00 09 15 11 09 09 07 13 14 15 09 07 13 13 09 12 13 14 15 15 12 13 15 09 01 12 Independent Agency Pay Plan MC MC MC Occ. Series 0301 0301 0301 0301 0301 0301 0301 0260 0301 0801 0201 0301 0318 0343 0560 0801 0801 0801 0801 0850 0854 0854 0855 0861 0861 0861 0861 0861 0905 1102 1301 1301 1515 0101 1102 Occupational Series Title MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM EQUAL EMPLOYMENT OPPORTUNITY MISCELLANEOUS ADMINISTRATION AND PROGRAM GENERAL ENGINEERING HUMAN RESOURCES MANAGEMENT MISCELLANEOUS ADMINISTRATION AND PROGRAM SECRETARY MANAGEMENT AND PROGRAM ANALYSIS BUDGET ANALYSIS GENERAL ENGINEERING GENERAL ENGINEERING GENERAL ENGINEERING GENERAL ENGINEERING ELECTRICAL ENGINEERING COMPUTER ENGINEERING COMPUTER ENGINEERING ELECTRONICS ENGINEERING AEROSPACE ENGINEERING AEROSPACE ENGINEERING AEROSPACE ENGINEERING AEROSPACE ENGINEERING AEROSPACE ENGINEERING GENERAL ATTORNEY CONTRACTING GENERAL PHYSICAL SCIENCE GENERAL PHYSICAL SCIENCE OPERATIONS RESEARCH SOCIAL SCIENCE CONTRACTING Number Paid 1 1 8 1 2 1 1 1 1 1 1 1 1 4 1 3 3 1 1 1 1 1 2 2 6 13 2 2 1 1 2 2 1 1 1 Total Amount Paid $2,000 $2,000 $23,500 $3,500 $16,000 $5,000 $5,000 $41,300 $40,525 $41,300 $4,000 $25,000 $5,000 $17,000 $5,000 $17,972 $10,000 $8,000 $5,000 $13,708 $2,000 $4,000 $15,000 $16,585 $20,100 $63,300 $15,000 $37,968 $25,000 $1,500 $8,000 $40,000 $3,500 $2,960 $2,000 Millennium Challenge Corporation (continued) MC MC MC MC ES ES ES GS GS GS GS GS GS GS GS GS National Aeronautics and Space Administration GS GS GS GS GS GS GS GS GS GS GS GS GS GS National Science Foundation AD GS 25 Recruitment Incentives Independent Agencies Grade or Work Level 12 13 14 05 09 15 13 14 14 00 12 05 09 12 12 11 11 09 11 15 14 07 12 00 00 00 00 10 08 02 14 12 13 12 13 15 Independent Agency Pay Plan GS GS Occ. Series 0201 0201 0201 0511 0901 0905 0201 0201 0511 0301 0018 0085 0401 0401 0401 0610 0802 1001 1001 1001 1301 1330 1350 0301 1001 1001 1330 2805 4742 5701 0343 0610 1510 2210 2210 0905 Occupational Series Title HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT AUDITING GENERAL LEGAL AND KINDRED ADMINISTRATION GENERAL ATTORNEY HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT AUDITING MISCELLANEOUS ADMINISTRATION AND PROGRAM SAFETY AND OCCUPATIONAL HEALTH MANAGEMEN SECURITY GUARD GENERAL BIOLOGICAL SCIENCE GENERAL BIOLOGICAL SCIENCE GENERAL BIOLOGICAL SCIENCE NURSE ENGINEERING TECHNICIAN GENERAL ARTS AND INFORMATION GENERAL ARTS AND INFORMATION GENERAL ARTS AND INFORMATION GENERAL PHYSICAL SCIENCE ASTRONOMY AND SPACE SCIENCE GEOLOGY MISCELLANEOUS ADMINISTRATION AND PROGRAM GENERAL ARTS AND INFORMATION GENERAL ARTS AND INFORMATION ASTRONOMY AND SPACE SCIENCE ELECTRICIAN UTILITY SYSTEMS REPAIRER-OPERATOR MISC TRANSPORTATION/MOBILE EQUIPMENT OPERATOR MANAGEMENT AND PROGRAM ANALYSIS NURSE ACTUARY INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT GENERAL ATTORNEY Number Paid 1 1 2 2 2 1 1 1 1 1 1 24 1 1 1 1 2 1 1 1 1 1 1 1 1 1 1 3 2 6 1 1 1 4 2 1 Total Amount Paid $5,000 $6,000 $14,000 $7,000 $5,000 $15,000 $2,000 $9,540 $30,000 $38,000 $4,000 $120,000 $2,000 $5,000 $500 $10,000 $10,000 $1,500 $3,500 $5,000 $9,105 $5,000 $5,000 $15,000 $10,000 $10,000 $30,400 $15,000 $10,000 $30,000 $22,852 $5,000 $25,139 $10,000 $3,000 $20,000 Office of Personnel Management GS GS GS Office of Special Counsel GS GS GS Pension Benefit Guaranty Corporation GS SL GS GS GS GS GS GS GS GS GS GS Smithsonian Institution GS GS GS SL SL SL SL WG WG WG GS GS Social Security Administration GS GS GS Surface Transportation Board GS 26 Recruitment Incentives Independent Agencies Grade or Work Level 11 12 Independent Agency Tax Court Pay Plan GS GS Occ. Series 0904 0905 LAW CLERK Occupational Series Title Number Paid 12 8 Total Amount Paid $76,000 $64,000 GENERAL ATTORNEY 27 Relocation Incentives Departments Grade or Work Level 00 11 12 13 11 09 15 11 12 15 11 09 11 15 10 11 12 12 12 12 13 12 13 12 12 12 12 05 03 02 04 03 03 04 04 03 02 01 02 03 Total Amount Paid $40,475 $5,000 $10,000 $20,000 $13,087 $8,971 $26,689 $14,320 $13,840 $15,000 $10,000 $17,439 $10,952 $27,456 $5,773 $2,580 $16,262 $32,524 $3,229 $17,991 $31,456 $16,146 $5,000 $4,600 $15,000 $5,000 $7,000 $30,000 $16,750 $4,511 $15,000 $5,000 $4,500 $10,000 $7,500 $3,000 $4,000 $3,000 $16,271 $15,000 Department Pay Plan ES GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0701 0018 0201 0201 0301 0343 0343 0401 0401 0401 0454 0460 0460 0460 0462 0950 1101 1145 1146 1165 1165 1170 1350 1373 1712 1811 2210 1101 0401 2210 2210 1701 1102 0301 1035 0080 2001 1310 0401 0801 Occupational Series Title VETERINARY MEDICAL SCIENCE SAFETY AND OCCUPATIONAL HEALTH MANAGEMENT HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT MISCELLANEOUS ADMINISTRATION AND PROGRAM MANAGEMENT AND PROGRAM ANALYSIS MANAGEMENT AND PROGRAM ANALYSIS GENERAL BIOLOGICAL SCIENCE GENERAL BIOLOGICAL SCIENCE GENERAL BIOLOGICAL SCIENCE RANGELAND MANAGEMENT FORESTRY FORESTRY FORESTRY FORESTRY TECHNICIAN PARALEGAL SPECIALIST GENERAL BUSINESS AND INDUSTRY AGRICULTURAL PROGRAM SPECIALIST AGRICULTURAL MARKETING LOAN SPECIALIST LOAN SPECIALIST REALTY GEOLOGY LAND SURVEYING TRAINING INSTRUCTION CRIMINAL INVESTIGATING INFORMATION TECHNOLOGY MANAGEMENT GENERAL BUSINESS AND INDUSTRY GENERAL BIOLOGICAL SCIENCE INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT GENERAL EDUCATION AND TRAINING CONTRACTING MISCELLANEOUS ADMINISTRATION AND PROGRAM PUBLIC AFFAIRS SECURITY ADMINISTRATION GENERAL SUPPLY PHYSICS GENERAL BIOLOGICAL SCIENCE GENERAL ENGINEERING Number Paid 1 1 1 1 1 1 1 1 1 1 1 3 2 1 1 1 1 2 1 1 2 1 1 1 1 1 1 1 1 2 1 1 1 1 1 1 1 1 1 1 Agriculture GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS ZA ZP Commerce ZP ZP AD DA DE DE Defense DJ DJ DP DR DR 28 Relocation Incentives Departments Grade or Work Level 04 03 03 00 00 00 12 11 12 11 15 12 10 12 13 11 12 12 13 09 11 13 11 12 07 11 12 13 14 04 05 12 13 09 11 12 13 Total Amount Paid $10,000 $10,000 $3,000 $25,000 $60,400 $30,000 $16,000 $5,000 $5,000 $10,000 $26,689 $4,000 $5,000 $33,417 $17,000 $5,000 $19,206 $58,553 $37,006 $9,500 $15,500 $7,407 $6,531 $15,000 $1,328 $10,000 $38,919 $16,458 $21,883 $9,016 $3,432 $13,840 $9,185 $13,180 $39,834 $62,291 $69,033 Department Pay Plan DR DR DS ES ES ES GG GG GG GG GG GG GS GS GS GS GS GS Occ. Series 0801 0855 1910 0301 0801 1101 0080 0101 0101 0201 1102 2210 0006 0018 0018 0020 0020 0080 0080 0081 0099 0180 0185 0185 0189 0193 0201 0201 0201 0203 0203 0260 0260 0301 0301 0301 0301 Occupational Series Title GENERAL ENGINEERING ELECTRONICS ENGINEERING QUALITY ASSURANCE MISCELLANEOUS ADMINISTRATION AND PROGRAM GENERAL ENGINEERING GENERAL BUSINESS AND INDUSTRY SECURITY ADMINISTRATION SOCIAL SCIENCE SOCIAL SCIENCE HUMAN RESOURCES MANAGEMENT CONTRACTING INFORMATION TECHNOLOGY MANAGEMENT CORRECTIONAL INSTITUTION ADMINISTRATION SAFETY AND OCCUPATIONAL HEALTH MANAGEMENT SAFETY AND OCCUPATIONAL HEALTH MANAGEMENT COMMUNITY PLANNING COMMUNITY PLANNING SECURITY ADMINISTRATION SECURITY ADMINISTRATION FIRE PROTECTION AND PREVENTION GENERAL STUDENT TRAINEE PSYCHOLOGY SOCIAL WORK SOCIAL WORK RECREATION AID AND ASSISTANT ARCHEOLOGY HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES ASSISTANCE HUMAN RESOURCES ASSISTANCE EQUAL EMPLOYMENT OPPORTUNITY EQUAL EMPLOYMENT OPPORTUNITY MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM Number Paid 1 1 1 1 3 2 1 1 1 1 1 1 1 3 1 1 1 4 3 1 1 1 2 1 1 1 2 1 1 1 1 1 1 2 5 6 4 Defense (continued) GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS 29 Relocation Incentives Departments Grade or Work Level 14 15 07 08 08 09 13 14 15 09 12 09 11 12 13 11 12 13 15 11 12 07 07 09 11 12 13 14 15 12 13 09 11 12 13 13 14 15 10 11 Total Amount Paid $18,152 $6,093 $43,446 $7,802 $22,157 $3,000 $45,880 $35,994 $27,894 $2,243 $39,303 $27,043 $37,812 $49,635 $38,692 $29,634 $44,234 $14,044 $20,131 $7,080 $14,044 $8,842 $4,000 $2,252 $8,000 $13,000 $39,360 $75,018 $2,222 $5,000 $80,338 $9,543 $45,796 $30,720 $8,000 $51,564 $37,591 $29,000 $14,371 $4,898 Department Pay Plan GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0301 0301 0303 0303 0319 0319 0340 0340 0340 0341 0341 0343 0343 0343 0343 0346 0346 0346 0346 0391 0391 0401 0501 0501 0501 0501 0501 0501 0501 0510 0510 0560 0560 0560 0560 0602 0602 0602 0610 0610 Occupational Series Title MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS CLERK AND ASSISTANT MISCELLANEOUS CLERK AND ASSISTANT CLOSED MICROPHONE REPORTER CLOSED MICROPHONE REPORTER PROGRAM MANAGEMENT PROGRAM MANAGEMENT PROGRAM MANAGEMENT ADMINISTRATIVE OFFICER ADMINISTRATIVE OFFICER MANAGEMENT AND PROGRAM ANALYSIS MANAGEMENT AND PROGRAM ANALYSIS MANAGEMENT AND PROGRAM ANALYSIS MANAGEMENT AND PROGRAM ANALYSIS LOGISTICS MANAGEMENT LOGISTICS MANAGEMENT LOGISTICS MANAGEMENT LOGISTICS MANAGEMENT TELECOMMUNICATIONS TELECOMMUNICATIONS GENERAL BIOLOGICAL SCIENCE FINANCIAL ADMINISTRATION AND PROGRAM FINANCIAL ADMINISTRATION AND PROGRAM FINANCIAL ADMINISTRATION AND PROGRAM FINANCIAL ADMINISTRATION AND PROGRAM FINANCIAL ADMINISTRATION AND PROGRAM FINANCIAL ADMINISTRATION AND PROGRAM FINANCIAL ADMINISTRATION AND PROGRAM ACCOUNTING ACCOUNTING BUDGET ANALYSIS BUDGET ANALYSIS BUDGET ANALYSIS BUDGET ANALYSIS MEDICAL OFFICER MEDICAL OFFICER MEDICAL OFFICER NURSE NURSE Number Paid 1 1 6 1 3 1 3 3 2 1 2 2 5 5 5 3 4 1 1 1 1 1 1 1 1 2 5 2 1 1 4 1 5 2 1 2 3 1 3 2 Defense (continued) GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS 30 Relocation Incentives Departments Grade or Work Level 12 12 06 08 11 12 12 15 13 11 08 12 13 12 13 14 10 11 12 13 12 13 09 11 12 13 09 11 12 13 14 15 12 09 12 12 11 12 13 09 15 Total Amount Paid $12,455 $5,013 $3,000 $7,333 $19,938 $32,291 $15,000 $10,000 $9,655 $14,653 $11,500 $6,819 $5,925 $27,668 $26,458 $15,000 $8,036 $48,284 $13,365 $16,146 $31,607 $19,749 $34,268 $35,321 $96,968 $34,013 $4,000 $5,234 $60,947 $211,532 $84,127 $22,689 $32,494 $8,000 $43,607 $34,000 $6,089 $47,397 $28,686 $4,000 $20,000 Department Pay Plan GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0610 0633 0636 0649 0660 0660 0662 0668 0670 0671 0675 0690 0690 0801 0801 0801 0802 0802 0802 0802 0808 0808 0809 0809 0809 0809 0810 0810 0810 0810 0810 0810 0819 0830 0830 0840 0850 0850 0850 0855 0855 NURSE Occupational Series Title Number Paid 1 1 1 2 3 2 1 1 1 2 2 1 1 3 2 1 2 4 2 1 2 1 3 4 8 2 1 1 7 11 4 1 4 2 4 2 1 5 3 1 1 PHYSICAL THERAPIST REHABILITATION THERAPY ASSISTANT MEDICAL INSTRUMENT TECHNICIAN PHARMACIST PHARMACIST OPTOMETRIST PODIATRIST HEALTH SYSTEM ADMINISTRATION HEALTH SYSTEM SPECIALIST MEDICAL RECORDS TECHNICIAN INDUSTRIAL HYGIENE INDUSTRIAL HYGIENE GENERAL ENGINEERING GENERAL ENGINEERING GENERAL ENGINEERING ENGINEERING TECHNICIAN ENGINEERING TECHNICIAN ENGINEERING TECHNICIAN ENGINEERING TECHNICIAN ARCHITECTURE ARCHITECTURE CONSTRUCTION CONTROL CONSTRUCTION CONTROL CONSTRUCTION CONTROL CONSTRUCTION CONTROL CIVIL ENGINEERING CIVIL ENGINEERING CIVIL ENGINEERING CIVIL ENGINEERING CIVIL ENGINEERING CIVIL ENGINEERING ENVIRONMENTAL ENGINEERING MECHANICAL ENGINEERING MECHANICAL ENGINEERING NUCLEAR ENGINEERING ELECTRICAL ENGINEERING ELECTRICAL ENGINEERING ELECTRICAL ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING Defense (continued) GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS 31 Relocation Incentives Departments Grade or Work Level 09 13 14 15 09 14 12 09 11 12 12 13 09 11 12 13 14 15 12 12 14 13 12 14 13 12 14 11 13 11 12 13 09 11 12 09 11 11 12 11 12 Total Amount Paid $2,500 $19,282 $20,226 $9,150 $11,096 $10,000 $5,000 $11,630 $8,586 $10,000 $15,500 $10,000 $4,618 $10,161 $144,321 $186,525 $17,000 $18,301 $10,000 $34,230 $20,744 $16,458 $4,000 $25,085 $13,605 $6,000 $23,180 $10,000 $5,000 $10,000 $8,000 $9,777 $3,000 $6,000 $17,714 $15,284 $10,000 $7,363 $17,616 $13,000 $77,129 Department Pay Plan GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0861 0896 0905 0905 0962 1015 1016 1035 1035 1083 1101 1101 1102 1102 1102 1102 1102 1102 1144 1170 1170 1173 1301 1301 1350 1515 1515 1530 1550 1640 1640 1640 1670 1670 1670 1701 1701 1740 1750 1910 1910 Occupational Series Title AEROSPACE ENGINEERING INDUSTRIAL ENGINEERING GENERAL ATTORNEY GENERAL ATTORNEY CONTACT REPRESENTATIVE MUSEUM CURATOR MUSEUM SPECIALIST AND TECHNICIAN PUBLIC AFFAIRS PUBLIC AFFAIRS TECHNICAL WRITING AND EDITING GENERAL BUSINESS AND INDUSTRY GENERAL BUSINESS AND INDUSTRY CONTRACTING CONTRACTING CONTRACTING CONTRACTING CONTRACTING CONTRACTING COMMISSARY MANAGEMENT REALTY REALTY HOUSING MANAGEMENT GENERAL PHYSICAL SCIENCE GENERAL PHYSICAL SCIENCE GEOLOGY OPERATIONS RESEARCH OPERATIONS RESEARCH STATISTICIAN COMPUTER SCIENCE FACILITY OPERATIONS SERVICES FACILITY OPERATIONS SERVICES FACILITY OPERATIONS SERVICES EQUIPMENT SERVICES EQUIPMENT SERVICES EQUIPMENT SERVICES GENERAL EDUCATION AND TRAINING GENERAL EDUCATION AND TRAINING EDUCATION SERVICES INSTRUCTIONAL SYSTEMS QUALITY ASSURANCE QUALITY ASSURANCE Number Paid 1 2 1 1 1 1 1 1 1 1 2 1 1 1 16 14 1 1 1 3 1 1 1 2 2 1 1 1 1 1 1 1 1 1 1 1 1 1 1 2 6 Defense (continued) GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS 32 Relocation Incentives Departments Grade or Work Level 13 09 12 11 13 11 13 11 12 13 00 00 05 03 04 03 04 03 04 04 03 04 04 00 11 12 11 12 13 11 09 09 10 10 27 08 10 15 02 Total Amount Paid $57,533 $9,543 $16,146 $22,882 $14,301 $14,434 $15,000 $39,256 $66,253 $62,199 $25,000 $25,000 $95,167 $5,000 $1,441 $7,335 $27,660 $9,896 $29,523 $30,000 $6,000 $15,000 $3,000 $25,000 $15,000 $5,074 $25,508 $14,937 $1,512 $6,000 $9,909 $5,000 $16,458 $13,472 $35,750 $5,000 $16,608 $24,072 $27,680 Department Pay Plan GS GS GS GS GS GS GS GS GS GS IE IE ND ND ND NH NH NH NH NH Occ. Series 1910 2001 2001 2130 2130 2152 2181 2210 2210 2210 0801 1102 0801 0855 0855 0343 0801 0855 0855 1101 1102 1102 0343 1301 2602 2602 2604 2610 2610 4742 5408 6501 5334 5803 9904 4816 5801 5803 0018 Occupational Series Title QUALITY ASSURANCE GENERAL SUPPLY GENERAL SUPPLY TRAFFIC MANAGEMENT TRAFFIC MANAGEMENT AIR TRAFFIC CONTROL AIRCRAFT OPERATION INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT GENERAL ENGINEERING CONTRACTING GENERAL ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING MANAGEMENT AND PROGRAM ANALYSIS GENERAL ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING GENERAL BUSINESS AND INDUSTRY CONTRACTING CONTRACTING MANAGEMENT AND PROGRAM ANALYSIS GENERAL PHYSICAL SCIENCE ELECTRONIC MEASUREMENT EQUIPMENT MECHANIC ELECTRONIC MEASUREMENT EQUIPMENT MECHANIC ELECTRONICS MECHANIC ELECTRONIC INTEGRATED SYSTEMS MECHANIC ELECTRONIC INTEGRATED SYSTEMS MECHANIC UTILITY SYSTEMS REPAIRER-OPERATOR WASTEWATER TREATMENT PLANT OPERATOR MISC AMMUN MARINE MACHINERY MECHANIC HEAVY MOBILE EQUIPMENT MECHANIC SHIP PILOT PROTECTVE SAFE EQUIP FABRICATNG REPAIR MISC TRANSPORTATION/MOBILE EQUIPMENT MAINT HEAVY MOBILE EQUIPMENT MECHANIC SAFETY AND OCCUPATIONAL HEALTH MANAGEMENT Number Paid 3 1 1 2 1 1 1 4 6 4 1 1 3 1 1 1 1 2 1 2 1 2 1 1 3 1 2 1 1 1 1 1 1 1 1 1 1 1 2 Defense (continued) NH NH NT ST WG WG WG WG WG WG WG WG WL WL WM WS WS WS YA 33 Relocation Incentives Departments Grade or Work Level 03 02 02 02 02 02 03 02 01 02 03 03 02 03 02 03 02 03 01 02 02 02 02 03 02 02 02 03 02 03 02 02 02 02 02 02 03 02 Total Amount Paid $14,002 $18,000 $5,000 $6,661 $12,993 $53,920 $25,000 $3,037 $17,690 $36,599 $30,096 $8,816 $46,419 $40,768 $35,000 $50,000 $8,000 $4,000 $12,993 $17,375 $2,500 $10,000 $7,500 $24,015 $27,355 $14,000 $10,000 $10,000 $5,000 $15,000 $11,191 $24,807 $10,000 $5,000 $5,000 $40,000 $35,000 $5,000 Department Pay Plan YA YA YA YA YA YA YA YA YA YA YA YA YA YA YA YA YA Occ. Series 0018 0020 0101 0110 0185 0201 0201 0260 0301 0301 0301 0340 0343 0343 0346 0346 0501 0501 0511 0511 0905 1035 1101 1101 1102 1701 1740 1740 1750 1750 1910 2001 2210 0303 0101 0201 0201 0301 Occupational Series Title SAFETY AND OCCUPATIONAL HEALTH MANAGEMENT COMMUNITY PLANNING SOCIAL SCIENCE ECONOMIST SOCIAL WORK HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT EQUAL EMPLOYMENT OPPORTUNITY MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM PROGRAM MANAGEMENT MANAGEMENT AND PROGRAM ANALYSIS MANAGEMENT AND PROGRAM ANALYSIS LOGISTICS MANAGEMENT LOGISTICS MANAGEMENT FINANCIAL ADMINISTRATION AND PROGRAM FINANCIAL ADMINISTRATION AND PROGRAM AUDITING AUDITING GENERAL ATTORNEY PUBLIC AFFAIRS GENERAL BUSINESS AND INDUSTRY GENERAL BUSINESS AND INDUSTRY CONTRACTING GENERAL EDUCATION AND TRAINING EDUCATION SERVICES EDUCATION SERVICES INSTRUCTIONAL SYSTEMS INSTRUCTIONAL SYSTEMS QUALITY ASSURANCE GENERAL SUPPLY INFORMATION TECHNOLOGY MANAGEMENT MISCELLANEOUS CLERK AND ASSISTANT SOCIAL SCIENCE HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT MISCELLANEOUS ADMINISTRATION AND PROGRAM Number Paid 1 1 1 1 1 8 4 1 2 3 2 1 8 2 4 5 1 1 1 3 1 1 1 2 4 2 1 1 1 3 1 1 2 1 1 4 3 1 Defense (continued) YA YA YA YA YA YA YA YA YA YA YA YA YA YA YA YA YB YC YC YC YC 34 Relocation Incentives Departments Grade or Work Level 03 02 02 02 03 03 02 02 02 02 03 02 03 02 02 03 02 03 02 02 02 02 03 02 02 02 03 02 03 02 03 02 02 04 00 00 14 13 15 15 Total Amount Paid $25,000 $4,000 $8,000 $6,000 $30,648 $7,500 $15,000 $10,000 $20,627 $18,753 $20,012 $5,000 $25,185 $5,000 $56,000 $58,041 $6,000 $21,393 $621 $2,000 $15,000 $33,742 $32,223 $8,000 $17,600 $10,000 $60,738 $42,328 $27,451 $7,500 $27,000 $16,937 $30,000 $6,000 $32,123 $27,511 $13,130 $3,609 $18,000 $22,652 Department Pay Plan YC YC YC YC YC YC YC YC YC YC YC YD YD YD YD Occ. Series 0301 0343 0501 0511 0560 1101 1102 1173 1640 1750 2210 0401 0403 0486 0801 0801 0808 0810 0830 0855 0894 1515 1515 0802 0401 0801 0801 0810 0810 0850 1515 0660 1811 1301 0301 0801 0080 0110 0201 0340 Occupational Series Title MISCELLANEOUS ADMINISTRATION AND PROGRAM MANAGEMENT AND PROGRAM ANALYSIS FINANCIAL ADMINISTRATION AND PROGRAM AUDITING BUDGET ANALYSIS GENERAL BUSINESS AND INDUSTRY CONTRACTING HOUSING MANAGEMENT FACILITY OPERATIONS SERVICES INSTRUCTIONAL SYSTEMS INFORMATION TECHNOLOGY MANAGEMENT GENERAL BIOLOGICAL SCIENCE MICROBIOLOGY WILDLIFE BIOLOGY GENERAL ENGINEERING GENERAL ENGINEERING ARCHITECTURE CIVIL ENGINEERING MECHANICAL ENGINEERING ELECTRONICS ENGINEERING WELDING ENGINEERING OPERATIONS RESEARCH OPERATIONS RESEARCH ENGINEERING TECHNICIAN GENERAL BIOLOGICAL SCIENCE GENERAL ENGINEERING GENERAL ENGINEERING CIVIL ENGINEERING CIVIL ENGINEERING ELECTRICAL ENGINEERING OPERATIONS RESEARCH PHARMACIST CRIMINAL INVESTIGATING GENERAL PHYSICAL SCIENCE MISCELLANEOUS ADMINISTRATION AND PROGRAM GENERAL ENGINEERING SECURITY ADMINISTRATION ECONOMIST HUMAN RESOURCES MANAGEMENT PROGRAM MANAGEMENT Number Paid 3 1 1 1 1 1 1 1 1 1 1 1 1 1 7 4 1 1 1 1 1 2 1 1 1 1 4 5 1 1 1 1 3 1 1 1 1 1 1 1 Defense (continued) YD YD YD YD YD YD YD YD YE YF YF YF YF YF YF YF YJ YK EK ES ES Energy GS GS GS GS 35 Relocation Incentives Departments Grade or Work Level 09 14 14 14 14 00 00 00 00 00 00 00 14 12 14 15 14 15 12 07 09 10 12 13 12 13 12 11 14 09 14 14 11 12 12 13 13 11 09 11 Total Amount Paid $5,729 $55,682 $23,409 $25,537 $10,000 $307 $19,289 $16,075 $22,853 $9,094 $15,815 $39,325 $22,041 $8,098 $22,983 $11,466 $15,973 $59,294 $7,682 $7,021 $31,627 $48,273 $4,060 $17,007 $19,515 $19,070 $11,000 $6,000 $13,000 $5,832 $26,113 $25,137 $11,547 $16,607 $10,073 $9,951 $20,627 $11,547 $9,862 $9,659 Department Pay Plan GS GS GS Occ. Series 0511 0801 0804 1102 2101 2610 2801 2801 0602 0340 0341 0602 0080 0180 0343 0601 0602 0602 0603 0610 0610 0610 0610 0685 0696 0696 1101 1102 1102 1667 2210 0132 0260 0260 0301 0301 0343 1740 1811 1811 AUDITING Occupational Series Title Number Paid 1 4 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 2 1 1 3 5 1 1 3 2 3 1 2 1 1 1 1 1 1 1 1 1 1 1 GENERAL ENGINEERING FIRE PROTECTION ENGINEERING CONTRACTING TRANSPORTATION SPECIALIST ELECTRONIC INTEGRATED SYSTEMS MECHANIC MISC ELECTRICAL INSTALLATION MAINT MISC ELECTRICAL INSTALLATION MAINT MEDICAL OFFICER PROGRAM MANAGEMENT ADMINISTRATIVE OFFICER MEDICAL OFFICER SECURITY ADMINISTRATION PSYCHOLOGY MANAGEMENT AND PROGRAM ANALYSIS GENERAL HEALTH SCIENCE MEDICAL OFFICER MEDICAL OFFICER PHYSICIANS ASSISTANT NURSE NURSE NURSE NURSE PUBLIC HEALTH PROGRAM SPECIALIST CONSUMER SAFETY CONSUMER SAFETY GENERAL BUSINESS AND INDUSTRY CONTRACTING CONTRACTING FOOD SERVICES INFORMATION TECHNOLOGY MANAGEMENT INTELLIGENCE EQUAL EMPLOYMENT OPPORTUNITY EQUAL EMPLOYMENT OPPORTUNITY MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MANAGEMENT AND PROGRAM ANALYSIS EDUCATION SERVICES CRIMINAL INVESTIGATING CRIMINAL INVESTIGATING Energy (continued) GS GS WB WB WB AD ES ES ES GS GS GS GS GS GS GS Health and Human Services GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Homeland Security GS GS GS GS GS 36 Relocation Incentives Departments Grade or Work Level 13 11 12 00 12 09 14 12 09 13 13 13 10 14 15 12 13 14 11 11 11 12 12 12 13 13 11 07 15 13 11 12 13 11 13 12 13 14 14 Total Amount Paid $13,555 $3,769 $7,267 $20,000 $16,319 $5,000 $5,000 $15,685 $10,000 $15,000 $10,000 $19,753 $5,000 $7,000 $28,042 $1,540 $19,405 $23,613 $14,726 $15,431 $11,547 $16,091 $37,523 $5,000 $19,338 $20,699 $5,000 $5,000 $51,570 $17,555 $8,822 $13,000 $11,520 $14,292 $5,000 $17,648 $10,000 $5,000 $7,500 Department Pay Plan GS Occ. Series 1811 1896 1896 0340 0023 0025 0025 0028 0170 0201 0201 0301 0303 0340 0340 0341 0343 0343 0401 0401 0401 0401 0401 0401 0401 0401 0408 0462 0480 0485 0802 0808 0810 0881 1102 1373 1640 1640 1811 Occupational Series Title CRIMINAL INVESTIGATING CUSTOMS AND BORDER PROTECTION INTERDICTION CUSTOMS AND BORDER PROTECTION INTERDICTION PROGRAM MANAGEMENT OUTDOOR RECREATION PLANNING PARK RANGER PARK RANGER ENVIRONMENTAL PROTECTION SPECIALIST HISTORY HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS CLERK AND ASSISTANT PROGRAM MANAGEMENT PROGRAM MANAGEMENT ADMINISTRATIVE OFFICER MANAGEMENT AND PROGRAM ANALYSIS MANAGEMENT AND PROGRAM ANALYSIS GENERAL BIOLOGICAL SCIENCE GENERAL BIOLOGICAL SCIENCE GENERAL BIOLOGICAL SCIENCE GENERAL BIOLOGICAL SCIENCE GENERAL BIOLOGICAL SCIENCE GENERAL BIOLOGICAL SCIENCE GENERAL BIOLOGICAL SCIENCE GENERAL BIOLOGICAL SCIENCE ECOLOGY FORESTRY TECHNICIAN GENERAL FISH AND WILDLIFE ADMINISTRATION WILDLIFE REFUGE MANAGEMENT ENGINEERING TECHNICIAN ARCHITECTURE CIVIL ENGINEERING PETROLEUM ENGINEERING CONTRACTING LAND SURVEYING FACILITY OPERATIONS SERVICES FACILITY OPERATIONS SERVICES CRIMINAL INVESTIGATING Number Paid 1 1 1 1 1 1 1 1 1 1 1 1 1 1 2 1 1 1 1 1 1 1 1 1 1 1 1 1 2 1 1 1 1 1 1 1 1 1 1 Homeland Security (continued) GS GS ES GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Interior GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS 37 Relocation Incentives Departments Grade or Work Level 00 28 29 37 12 13 14 14 11 14 08 10 14 13 14 12 12 13 07 09 12 13 14 07 14 11 14 07 13 15 00 09 14 13 14 00 00 12 05 Total Amount Paid $9,250 $2,500 $3,885 $9,655 $15,685 $21,250 $7,500 $15,000 $23,635 $3,000 $19,989 $4,484 $18,564 $19,749 $20,000 $7,000 $5,905 $20,846 $30,000 $15,000 $7,500 $95,000 $17,500 $3,000 $5,000 $2,000 $15,000 $6,507 $4,092 $24,402 $39,165 $4,486 $21,328 $12,000 $5,000 $259,480 $25,000 $5,000 $25,000 Department Pay Plan AD AD AD AD GS GS GS GS GS GS GS Occ. Series 0301 0905 0905 0905 0132 0132 0132 0201 0301 0301 0303 0303 0341 0505 0511 1102 1160 1667 1811 1811 1811 1811 1811 2210 0142 0301 0343 0344 1712 1822 0340 0343 0511 0810 2101 0340 1811 0260 0318 Occupational Series Title MISCELLANEOUS ADMINISTRATION AND PROGRAM GENERAL ATTORNEY GENERAL ATTORNEY GENERAL ATTORNEY INTELLIGENCE INTELLIGENCE INTELLIGENCE HUMAN RESOURCES MANAGEMENT MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS CLERK AND ASSISTANT MISCELLANEOUS CLERK AND ASSISTANT ADMINISTRATIVE OFFICER FINANCIAL MANAGEMENT AUDITING CONTRACTING FINANCIAL ANALYSIS FOOD SERVICES CRIMINAL INVESTIGATING CRIMINAL INVESTIGATING CRIMINAL INVESTIGATING CRIMINAL INVESTIGATING CRIMINAL INVESTIGATING INFORMATION TECHNOLOGY MANAGEMENT MANPOWER DEVELOPMENT MISCELLANEOUS ADMINISTRATION AND PROGRAM MANAGEMENT AND PROGRAM ANALYSIS MANAGEMENT PROGRAM CLERICAL ASSIST TRAINING INSTRUCTION MINE SAFETY AND HEALTH PROGRAM MANAGEMENT MANAGEMENT AND PROGRAM ANALYSIS AUDITING CIVIL ENGINEERING TRANSPORTATION SPECIALIST PROGRAM MANAGEMENT CRIMINAL INVESTIGATING EQUAL EMPLOYMENT OPPORTUNITY SECRETARY Number Paid 2 1 1 2 1 1 1 1 2 1 2 1 1 1 1 1 1 1 3 2 1 8 2 1 1 1 2 1 1 1 1 1 1 1 1 10 1 1 5 Justice GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS ES GS Labor Transportation GS GS GS ES ES Treasury GS GS 38 Relocation Incentives Departments Grade or Work Level 14 12 13 11 13 12 05 07 13 15 13 08 14 12 06 12 13 14 01 04 06 04 01 04 00 14 12 14 06 09 11 13 13 09 12 13 11 12 13 14 Total Amount Paid $770 $5,000 $15,000 $10,000 $5,000 $5,000 $5,000 $5,000 $5,000 $25,000 $5,000 $62,369 $5,000 $10,000 $5,000 $5,000 $35,000 $160,467 $48,489 $5,000 $5,000 $5,000 $100,110 $45,232 $31,369 $11,893 $10,000 $24,375 $14,130 $5,000 $5,000 $10,000 $26,888 $2,219 $5,000 $16,000 $15,197 $86,816 $62,203 $36,300 Department Pay Plan GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0501 0512 0512 0526 0526 0560 0592 0592 0905 0905 0930 0962 1035 1169 1802 1811 1811 1811 0301 0512 0526 0930 1811 1811 0670 0018 0080 0080 0083 0101 0101 0101 0180 0181 0185 0185 0201 0201 0201 0201 Occupational Series Title FINANCIAL ADMINISTRATION AND PROGRAM INTERNAL REVENUE AGENT INTERNAL REVENUE AGENT TAX SPECIALIST TAX SPECIALIST BUDGET ANALYSIS TAX EXAMINING TAX EXAMINING GENERAL ATTORNEY GENERAL ATTORNEY HEARINGS AND APPEALS CONTACT REPRESENTATIVE PUBLIC AFFAIRS INTERNAL REVENUE OFFICER COMPLIANCE INSPECTION AND SUPPORT CRIMINAL INVESTIGATING CRIMINAL INVESTIGATING CRIMINAL INVESTIGATING MISCELLANEOUS ADMINISTRATION AND PROGRAM INTERNAL REVENUE AGENT TAX SPECIALIST HEARINGS AND APPEALS CRIMINAL INVESTIGATING CRIMINAL INVESTIGATING HEALTH SYSTEM ADMINISTRATION SAFETY AND OCCUPATIONAL HEALTH MANAGEMENT SECURITY ADMINISTRATION SECURITY ADMINISTRATION POLICE SOCIAL SCIENCE SOCIAL SCIENCE SOCIAL SCIENCE PSYCHOLOGY PSYCHOLOGY AID AND TECHNICIAN SOCIAL WORK SOCIAL WORK HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT Number Paid 1 1 3 2 1 1 1 1 1 1 1 5 1 2 1 1 3 10 2 1 1 1 4 3 2 1 1 1 2 1 1 1 3 1 1 2 2 8 4 3 Treasury (continued) GS GS GS GS GS GS IR IR IR IR IR IR ES GS GS GS GS GS GS Veterans Affairs GS GS GS GS GS GS GS GS GS 39 Relocation Incentives Departments Grade or Work Level 09 11 12 13 14 05 11 13 14 09 11 12 13 11 12 13 11 12 13 13 14 15 09 13 13 07 13 08 11 06 09 09 10 11 11 08 07 11 Total Amount Paid $5,000 $13,000 $6,500 $74,351 $10,000 $2,000 $11,647 $31,279 $40,149 $5,000 $2,000 $22,500 $5,000 $7,500 $25,309 $20,000 $5,000 $9,400 $24,000 $32,571 $59,800 $18,105 $10,000 $33,000 $16,458 $10,000 $10,000 $22,639 $15,592 $1,500 $8,500 $9,672 $5,000 $22,127 $7,157 $9,000 $12,470 $48,938 Department Pay Plan GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0301 0301 0301 0301 0301 0318 0340 0340 0340 0341 0341 0341 0341 0343 0343 0343 0501 0501 0501 0505 0505 0505 0510 0510 0511 0525 0560 0601 0601 0620 0631 0633 0633 0633 0644 0647 0649 0660 Occupational Series Title MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM SECRETARY PROGRAM MANAGEMENT PROGRAM MANAGEMENT PROGRAM MANAGEMENT ADMINISTRATIVE OFFICER ADMINISTRATIVE OFFICER ADMINISTRATIVE OFFICER ADMINISTRATIVE OFFICER MANAGEMENT AND PROGRAM ANALYSIS MANAGEMENT AND PROGRAM ANALYSIS MANAGEMENT AND PROGRAM ANALYSIS FINANCIAL ADMINISTRATION AND PROGRAM FINANCIAL ADMINISTRATION AND PROGRAM FINANCIAL ADMINISTRATION AND PROGRAM FINANCIAL MANAGEMENT FINANCIAL MANAGEMENT FINANCIAL MANAGEMENT ACCOUNTING ACCOUNTING AUDITING ACCOUNTING TECHNICIAN BUDGET ANALYSIS GENERAL HEALTH SCIENCE GENERAL HEALTH SCIENCE PRACTICAL NURSE OCCUPATIONAL THERAPIST PHYSICAL THERAPIST PHYSICAL THERAPIST PHYSICAL THERAPIST MEDICAL TECHNOLOGIST DIAGNOSTIC RADIOLOGIC TECHNOLOGIST MEDICAL INSTRUMENT TECHNICIAN PHARMACIST Number Paid 1 2 2 4 1 1 1 3 2 1 1 2 1 1 2 2 1 1 2 3 3 1 1 2 1 1 1 3 1 1 1 1 1 3 1 2 2 5 Veterans Affairs (continued) GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS 40 Relocation Incentives Departments Grade or Work Level 12 13 14 07 12 12 11 12 09 14 11 13 14 07 12 12 13 14 11 07 12 13 12 13 09 12 15 12 13 14 11 09 12 13 14 10 10 13 Total Amount Paid $37,943 $20,000 $11,653 $2,000 $6,920 $10,000 $18,300 $10,000 $2,500 $5,000 $5,000 $37,394 $22,539 $2,000 $5,000 $9,800 $13,439 $54,481 $10,000 $10,142 $7,598 $17,720 $8,000 $10,862 $1,000 $7,500 $10,000 $17,000 $21,394 $22,539 $5,000 $5,000 $10,000 $52,428 $30,000 $7,000 $2,000 $3,615 Department Pay Plan GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0660 0660 0660 0661 0665 0667 0669 0669 0670 0670 0671 0671 0671 0673 0690 0801 0801 0801 0802 0810 0830 0830 0850 0850 0858 0858 0996 1102 1701 1701 2010 2210 2210 2210 2210 4742 5402 4749 Occupational Series Title PHARMACIST PHARMACIST PHARMACIST PHARMACY TECHNICIAN SPEECH PATHOLOGY AND AUDIOLOGY ORTHOTIST AND PROSTHETIST MEDICAL RECORDS ADMINISTRATION MEDICAL RECORDS ADMINISTRATION HEALTH SYSTEM ADMINISTRATION HEALTH SYSTEM ADMINISTRATION HEALTH SYSTEM SPECIALIST HEALTH SYSTEM SPECIALIST HEALTH SYSTEM SPECIALIST HOSPITAL HOUSEKEEPING MANAGEMENT INDUSTRIAL HYGIENE GENERAL ENGINEERING GENERAL ENGINEERING GENERAL ENGINEERING ENGINEERING TECHNICIAN CIVIL ENGINEERING MECHANICAL ENGINEERING MECHANICAL ENGINEERING ELECTRICAL ENGINEERING ELECTRICAL ENGINEERING BIOMEDICAL ENGINEERING BIOMEDICAL ENGINEERING VETERANS CLAIMS EXAMINING CONTRACTING GENERAL EDUCATION AND TRAINING GENERAL EDUCATION AND TRAINING INVENTORY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT UTILITY SYSTEMS REPAIRER-OPERATOR BOILER PLANT OPERATOR MAINTENANCE MECHANIC Number Paid 5 2 1 1 2 1 3 1 1 1 1 3 1 1 1 2 2 2 1 1 1 2 1 1 1 1 1 2 1 1 1 1 1 3 1 1 1 1 Veterans Affairs (continued) GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS WG WG WS 41 Relocation Incentives Independent Agencies Grade Or Work Level 12 14 13 13 12 13 12 13 11 12 13 14 11 14 15 00 00 00 00 00 00 12 12 13 15 13 12 13 14 15 07 14 14 13 12 13 13 Independent Agency Consumer Product Safety Commission Environmental Protection Agency Pay Plan GS GS GS GS GS GS GS Occ. Series 1384 0819 0501 0830 1101 1101 1102 1102 1170 1170 1170 1170 1601 0905 0905 0301 0201 0301 0801 0861 1301 0201 0301 0301 0301 0343 0510 0801 0801 0801 0830 0861 0905 1101 1102 1102 2210 Occupational Series Title TEXTILE TECHNOLOGY ENVIRONMENTAL ENGINEERING FINANCIAL ADMINISTRATION AND PROGRAM MECHANICAL ENGINEERING GENERAL BUSINESS AND INDUSTRY GENERAL BUSINESS AND INDUSTRY CONTRACTING CONTRACTING REALTY REALTY REALTY REALTY GENERAL FACILITIES AND EQUIPMENT GENERAL ATTORNEY GENERAL ATTORNEY MISCELLANEOUS ADMINISTRATION AND PROGRAM HUMAN RESOURCES MANAGEMENT MISCELLANEOUS ADMINISTRATION AND PROGRAM GENERAL ENGINEERING AEROSPACE ENGINEERING GENERAL PHYSICAL SCIENCE HUMAN RESOURCES MANAGEMENT MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MANAGEMENT AND PROGRAM ANALYSIS ACCOUNTING GENERAL ENGINEERING GENERAL ENGINEERING GENERAL ENGINEERING MECHANICAL ENGINEERING AEROSPACE ENGINEERING GENERAL ATTORNEY GENERAL BUSINESS AND INDUSTRY CONTRACTING CONTRACTING INFORMATION TECHNOLOGY MANAGEMENT Number Paid 1 1 1 1 1 2 2 1 1 1 1 1 2 2 2 1 1 1 4 2 1 1 2 2 2 1 1 1 1 1 1 1 2 1 1 1 2 Total Amount Paid $13,840 $5,000 $9,500 $6,000 $5,000 $19,000 $19,000 $5,856 $8,200 $5,000 $3,000 $4,000 $13,500 $20,000 $45,000 $26,689 $18,760 $40,225 $127,620 $57,895 $25,000 $5,000 $25,387 $7,002 $38,585 $19,749 $5,536 $21,604 $10,000 $20,000 $3,000 $10,000 $9,500 $5,000 $5,000 $5,000 $21,500 General Services Administration GS GS GS GS GS GS Merit Systems Protection Board GS GS AD ES ES ES ES ES GS GS GS National Aeronautics and Space Administration GS GS GS GS GS GS GS GS GS GS GS GS GS 42 Relocation Incentives Independent Agencies Grade Or Work Level 04 12 12 Independent Agency National Science Foundation Overseas Private Investment Corporation Smithsonian Institution Pay Plan AD GS GS Occ. Series 1360 0080 1001 Occupational Series Title OCEANOGRAPHY SECURITY ADMINISTRATION GENERAL ARTS AND INFORMATION Number Paid 1 1 1 Total Amount Paid $5,000 $3,000 $4,000 43 Retention Incentives Departments Grade or Work Level 11 12 13 15 15 15 11 12 13 13 15 15 15 15 12 13 14 15 12 13 14 15 11 12 13 13 05 06 07 08 09 11 14 12 08 09 12 12 12 14 Department Pay Plan GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0201 0201 0201 0301 0340 0340 0341 0401 0401 0401 0401 0401 0403 0440 0460 0460 0460 0460 0501 0701 0701 0701 0802 0810 0810 1035 1101 1101 1101 1101 1101 1101 1101 1102 1105 1105 1301 1301 2210 2210 Occupational Series Title HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT MISCELLANEOUS ADMINISTRATION AND PROGRAM PROGRAM MANAGEMENT PROGRAM MANAGEMENT ADMINISTRATIVE OFFICER GENERAL BIOLOGICAL SCIENCE GENERAL BIOLOGICAL SCIENCE GENERAL BIOLOGICAL SCIENCE GENERAL BIOLOGICAL SCIENCE GENERAL BIOLOGICAL SCIENCE MICROBIOLOGY GENETICS FORESTRY FORESTRY FORESTRY FORESTRY FINANCIAL ADMINISTRATION AND PROGRAM VETERINARY MEDICAL SCIENCE VETERINARY MEDICAL SCIENCE VETERINARY MEDICAL SCIENCE ENGINEERING TECHNICIAN CIVIL ENGINEERING CIVIL ENGINEERING PUBLIC AFFAIRS GENERAL BUSINESS AND INDUSTRY GENERAL BUSINESS AND INDUSTRY GENERAL BUSINESS AND INDUSTRY GENERAL BUSINESS AND INDUSTRY GENERAL BUSINESS AND INDUSTRY GENERAL BUSINESS AND INDUSTRY GENERAL BUSINESS AND INDUSTRY CONTRACTING PURCHASING PURCHASING GENERAL PHYSICAL SCIENCE GENERAL PHYSICAL SCIENCE INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT Number Paid 1 1 2 1 1 1 1 1 1 1 1 1 1 3 2 1 1 1 1 1 2 3 2 1 3 1 3 3 25 6 2 2 1 1 1 1 1 1 1 2 Total Amount Paid $3,898 $11,741 $18,948 $11,182 $23,104 $7,047 $2,520 $6,456 $13,232 $20,370 $28,214 $12,832 $27,954 $61,873 $12,412 $19,201 $9,240 $4,092 $16,608 $10,862 $41,409 $61,254 $31,340 $22,892 $49,312 $12,865 $1,330 $3,089 $34,849 $9,665 $14,255 $4,551 $12,136 $10,961 $7,257 $5,610 $17,691 $2,875 $22,625 $15,607 Agriculture GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS 44 Retention Incentives Departments Grade or Work Level 00 00 13 14 15 12 13 00 44 07 04 IV IV V V V V V V V III V V V IV V V V IV V II III IV V IV V 04 07 11 00 Department Agriculture (cont.) Pay Plan ST ES GS GS GS GS GS ST WM WM ZA ZA ZA ZP ZP ZP ZP ZP Occ. Series 0701 0505 0301 0343 0905 1140 2210 1310 9901 9933 0391 1101 1102 0101 0801 0830 0855 0858 0893 1301 1310 1310 1320 1321 1515 1515 1520 1529 2210 2210 0083 0083 0083 0083 0802 0802 1374 0101 0301 1701 Occupational Series Title VETERINARY MEDICAL SCIENCE FINANCIAL MANAGEMENT MISCELLANEOUS ADMINISTRATION AND PROGRAM MANAGEMENT AND PROGRAM ANALYSIS GENERAL ATTORNEY TRADE SPECIALIST INFORMATION TECHNOLOGY MANAGEMENT PHYSICS MISCELLANEOUS VESSEL JOBS SECOND ASSISTANT ENGINEER TELECOMMUNICATIONS GENERAL BUSINESS AND INDUSTRY CONTRACTING SOCIAL SCIENCE GENERAL ENGINEERING MECHANICAL ENGINEERING ELECTRONICS ENGINEERING BIOMEDICAL ENGINEERING CHEMICAL ENGINEERING GENERAL PHYSICAL SCIENCE PHYSICS PHYSICS CHEMISTRY METALLURGY OPERATIONS RESEARCH OPERATIONS RESEARCH MATHEMATICS MATHEMATICAL STATISTICIAN INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT POLICE POLICE POLICE POLICE ENGINEERING TECHNICIAN ENGINEERING TECHNICIAN GEODETIC TECHNICIAN SOCIAL SCIENCE MISCELLANEOUS ADMINISTRATION AND PROGRAM GENERAL EDUCATION AND TRAINING Number Paid 1 1 1 1 1 1 1 3 3 1 1 1 3 1 4 4 1 1 1 8 1 21 3 2 1 3 1 1 1 1 1 13 8 4 10 10 1 1 1 4 Total Amount Paid $35,188 $7,603 $9,036 $28,184 $5,643 $6,702 $15,360 $75,210 $3,321 $6,731 $13,775 $4,179 $15,756 $7,134 $27,201 $28,538 $2,850 $3,842 $6,915 $46,373 $84,000 $72,192 $21,403 $8,888 $3,946 $21,403 $7,134 $2,850 $28,252 $4,116 $7,363 $124,486 $88,590 $50,286 $53,016 $92,558 $10,795 $755 $9,412 $12,922 Commerce ZP ZP ZP ZP ZP ZP ZP ZP ZP ZP ZP ZP ZS ZS ZS ZS ZT ZT ZT AD Defense AD AD 45 Retention Incentives Departments Grade or Work Level 05 07 09 09 11 03 03 04 05 02 04 02 04 03 04 04 04 04 04 02 03 04 04 04 04 04 04 03 03 04 00 00 00 00 00 13 15 09 Department Pay Plan AD AD AD AD AD DB DB DB DB DB DB DB DB DB DB DB DB DB DB DE Occ. Series 1701 1701 1701 1710 1710 0401 0413 0602 0602 0610 0810 0854 0855 0858 0861 1301 1310 1313 1550 0404 0018 0301 1670 0303 0180 0855 1515 0180 0801 1515 0301 0510 1101 1301 2210 0018 0018 0030 Occupational Series Title GENERAL EDUCATION AND TRAINING GENERAL EDUCATION AND TRAINING GENERAL EDUCATION AND TRAINING EDUCATION AND VOCATIONAL TRAINING EDUCATION AND VOCATIONAL TRAINING GENERAL BIOLOGICAL SCIENCE PHYSIOLOGY MEDICAL OFFICER MEDICAL OFFICER NURSE CIVIL ENGINEERING COMPUTER ENGINEERING ELECTRONICS ENGINEERING BIOMEDICAL ENGINEERING AEROSPACE ENGINEERING GENERAL PHYSICAL SCIENCE PHYSICS GEOPHYSICS COMPUTER SCIENCE BIOLOGICAL SCIENCE TECHNICIAN SAFETY AND OCCUPATIONAL HEALTH MANAGEMENT MISCELLANEOUS ADMINISTRATION AND PROGRAM EQUIPMENT SERVICES MISCELLANEOUS CLERK AND ASSISTANT PSYCHOLOGY ELECTRONICS ENGINEERING OPERATIONS RESEARCH PSYCHOLOGY GENERAL ENGINEERING OPERATIONS RESEARCH MISCELLANEOUS ADMINISTRATION AND PROGRAM ACCOUNTING GENERAL BUSINESS AND INDUSTRY GENERAL PHYSICAL SCIENCE INFORMATION TECHNOLOGY MANAGEMENT SAFETY AND OCCUPATIONAL HEALTH MANAGEMENT SAFETY AND OCCUPATIONAL HEALTH MANAGEMENT SPORTS SPECIALIST Number Paid 2 2 11 2 1 1 1 3 1 1 1 1 2 4 1 1 1 1 2 2 1 1 1 1 1 2 1 1 2 1 1 2 2 2 1 1 1 1 Total Amount Paid $9,904 $18,353 $95,725 $41,113 $20,550 $757 $858 $30,123 $18,696 $7,306 $15,549 $2,936 $27,460 $24,482 $10,730 $19,561 $16,073 $12,697 $5,677 $13,946 $7,601 $4,036 $2,834 $1,302 $3,261 $4,997 $2,421 $11,981 $9,240 $2,239 $23,306 $38,785 $16,266 $50,981 $27,675 $1,955 $1,508 $1,042 Defense (continued) DJ DJ DJ DK DP DP DP DR DR DR ES ES ES ES ES GG GG GG 46 Retention Incentives Departments Grade or Work Level 11 12 13 14 15 06 07 08 09 05 09 11 12 06 11 13 12 13 07 09 11 09 11 12 13 14 06 09 11 12 14 09 12 13 14 15 07 07 Department Pay Plan GG GG GG GG GG GG GG GG GG GG GG GG GG GG GG GG GG GG GG GG Occ. Series 0080 0080 0080 0080 0080 0083 0083 0083 0083 0086 0101 0101 0101 0102 0132 0132 0170 0170 0188 0188 0188 0201 0201 0201 0201 0201 0203 0260 0260 0260 0260 0301 0301 0301 0301 0301 0303 0318 Occupational Series Title SECURITY ADMINISTRATION SECURITY ADMINISTRATION SECURITY ADMINISTRATION SECURITY ADMINISTRATION SECURITY ADMINISTRATION POLICE POLICE POLICE POLICE SECURITY CLERICAL AND ASSISTANCE SOCIAL SCIENCE SOCIAL SCIENCE SOCIAL SCIENCE SOCIAL SCIENCE AID AND TECHNICIAN INTELLIGENCE INTELLIGENCE HISTORY HISTORY RECREATION SPECIALIST RECREATION SPECIALIST RECREATION SPECIALIST HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES ASSISTANCE EQUAL EMPLOYMENT OPPORTUNITY EQUAL EMPLOYMENT OPPORTUNITY EQUAL EMPLOYMENT OPPORTUNITY EQUAL EMPLOYMENT OPPORTUNITY MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS CLERK AND ASSISTANT SECRETARY Number Paid 2 3 25 8 1 2 29 5 1 1 5 3 1 1 1 2 1 1 1 1 1 1 3 7 3 1 4 1 2 1 1 1 6 7 1 2 1 1 Total Amount Paid $1,710 $6,240 $168,279 $84,439 $16,816 $1,518 $27,042 $2,518 $460 $2,826 $4,310 $3,592 $1,333 $648 $1,018 $17,086 $1,555 $2,008 $884 $1,257 $1,335 $776 $3,382 $11,229 $5,498 $849 $2,926 $1,122 $2,392 $1,297 $2,186 $1,042 $8,854 $10,573 $2,560 $3,540 $952 $927 Defense (continued) GG GG GG GG GG GG GG GG GG GG GG GG GG GG GG GG GG GG 47 Retention Incentives Departments Grade or Work Level 09 10 11 12 13 14 07 12 14 15 07 09 12 14 11 12 13 14 15 11 13 14 11 12 13 14 15 13 14 13 11 12 13 14 11 13 13 13 14 12 13 Department Pay Plan GG GG GG GG GG GG GG GG GG GG GG GG GG GG GG GG GG GG GG GG Occ. Series 0318 0318 0343 0343 0343 0343 0344 0346 0346 0346 0361 0391 0391 0391 0501 0501 0501 0501 0501 0510 0560 0560 0610 0801 0801 0801 0801 0803 0803 0810 0819 0819 0819 0819 0830 0850 0854 0855 0855 0861 0861 Occupational Series Title SECRETARY SECRETARY MANAGEMENT AND PROGRAM ANALYSIS MANAGEMENT AND PROGRAM ANALYSIS MANAGEMENT AND PROGRAM ANALYSIS MANAGEMENT AND PROGRAM ANALYSIS MANAGEMENT PROGRAM CLERICAL ASSIST LOGISTICS MANAGEMENT LOGISTICS MANAGEMENT LOGISTICS MANAGEMENT EQUAL OPPORTUNITY ASSISTANCE TELECOMMUNICATIONS TELECOMMUNICATIONS TELECOMMUNICATIONS FINANCIAL ADMINISTRATION AND PROGRAM FINANCIAL ADMINISTRATION AND PROGRAM FINANCIAL ADMINISTRATION AND PROGRAM FINANCIAL ADMINISTRATION AND PROGRAM FINANCIAL ADMINISTRATION AND PROGRAM ACCOUNTING BUDGET ANALYSIS BUDGET ANALYSIS NURSE GENERAL ENGINEERING GENERAL ENGINEERING GENERAL ENGINEERING GENERAL ENGINEERING SAFETY ENGINEERING SAFETY ENGINEERING CIVIL ENGINEERING ENVIRONMENTAL ENGINEERING ENVIRONMENTAL ENGINEERING ENVIRONMENTAL ENGINEERING ENVIRONMENTAL ENGINEERING MECHANICAL ENGINEERING ELECTRICAL ENGINEERING COMPUTER ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING AEROSPACE ENGINEERING AEROSPACE ENGINEERING Number Paid 2 1 1 2 4 3 1 2 7 1 1 1 2 2 1 1 10 15 7 1 3 1 1 3 23 10 2 2 1 1 1 1 3 1 1 1 3 12 1 1 1 Total Amount Paid $2,329 $1,316 $1,418 $3,466 $7,625 $4,690 $977 $1,662 $15,381 $2,796 $752 $1,814 $2,760 $4,439 $327 $1,511 $17,386 $31,479 $17,069 $1,224 $5,745 $2,061 $10,114 $3,201 $47,422 $22,510 $4,640 $3,805 $2,435 $2,061 $1,186 $1,733 $6,077 $2,296 $1,198 $1,305 $6,161 $22,983 $2,057 $1,811 $2,061 Defense (continued) GG GG GG GG GG GG GG GG GG GG GG GG GG GG GG GG GG GG GG GG GG 48 Retention Incentives Departments Grade or Work Level 14 15 09 11 13 13 13 09 13 14 15 13 14 15 09 15 13 13 14 09 11 09 11 13 12 13 11 12 09 11 12 11 12 05 07 12 05 07 08 Department Pay Plan GG GG GG GG GG GG GG GG GG GG GG GG GG GG GG GG GG GG GG GG Occ. Series 0905 0905 0950 1001 1001 1035 1071 1101 1101 1101 1101 1102 1102 1102 1173 1301 1310 1515 1550 1701 1701 1740 1740 1740 1801 1910 2210 2210 0018 0018 0018 0028 0028 0030 0030 0060 0080 0080 0080 Occupational Series Title GENERAL ATTORNEY GENERAL ATTORNEY PARALEGAL SPECIALIST GENERAL ARTS AND INFORMATION GENERAL ARTS AND INFORMATION PUBLIC AFFAIRS AUDIOVISUAL PRODUCTION GENERAL BUSINESS AND INDUSTRY GENERAL BUSINESS AND INDUSTRY GENERAL BUSINESS AND INDUSTRY GENERAL BUSINESS AND INDUSTRY CONTRACTING CONTRACTING CONTRACTING HOUSING MANAGEMENT GENERAL PHYSICAL SCIENCE PHYSICS OPERATIONS RESEARCH COMPUTER SCIENCE GENERAL EDUCATION AND TRAINING GENERAL EDUCATION AND TRAINING EDUCATION SERVICES EDUCATION SERVICES EDUCATION SERVICES GENERAL INSPECTION QUALITY ASSURANCE INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT SAFETY AND OCCUPATIONAL HEALTH MANAGEMENT SAFETY AND OCCUPATIONAL HEALTH MANAGEMENT SAFETY AND OCCUPATIONAL HEALTH MANAGEMENT ENVIRONMENTAL PROTECTION SPECIALIST ENVIRONMENTAL PROTECTION SPECIALIST SPORTS SPECIALIST SPORTS SPECIALIST CHAPLAIN SECURITY ADMINISTRATION SECURITY ADMINISTRATION SECURITY ADMINISTRATION Number Paid 6 3 1 1 1 1 1 1 4 8 9 32 18 8 1 1 2 2 1 1 2 1 1 1 1 1 2 2 3 1 4 4 3 6 1 1 1 1 2 Total Amount Paid $13,823 $8,153 $1,249 $1,285 $1,691 $1,853 $1,797 $1,195 $7,892 $16,251 $22,022 $56,582 $39,432 $18,823 $1,242 $658 $4,016 $3,963 $2,435 $959 $2,657 $791 $1,446 $2,061 $1,555 $2,154 $2,625 $3,228 $4,281 $5,341 $22,317 $20,522 $16,716 $3,904 $877 $3,863 $1,083 $715 $2,368 Defense (continued) GG GG GG GG GG GG GG GG GS GS GS GS GS GS GS GS GS GS GS 49 Retention Incentives Departments Grade or Work Level 09 11 12 13 14 06 07 08 09 12 13 04 06 07 08 09 10 12 05 06 07 09 06 07 08 13 12 09 13 12 13 14 15 11 12 13 07 05 07 07 09 Department Pay Plan GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0080 0080 0080 0080 0080 0081 0081 0081 0081 0081 0081 0083 0083 0083 0083 0083 0083 0083 0085 0085 0085 0085 0086 0086 0086 0101 0132 0150 0170 0180 0180 0180 0180 0185 0185 0185 0188 0189 0189 0201 0201 Occupational Series Title SECURITY ADMINISTRATION SECURITY ADMINISTRATION SECURITY ADMINISTRATION SECURITY ADMINISTRATION SECURITY ADMINISTRATION FIRE PROTECTION AND PREVENTION FIRE PROTECTION AND PREVENTION FIRE PROTECTION AND PREVENTION FIRE PROTECTION AND PREVENTION FIRE PROTECTION AND PREVENTION FIRE PROTECTION AND PREVENTION POLICE POLICE POLICE POLICE POLICE POLICE POLICE SECURITY GUARD SECURITY GUARD SECURITY GUARD SECURITY GUARD SECURITY CLERICAL AND ASSISTANCE SECURITY CLERICAL AND ASSISTANCE SECURITY CLERICAL AND ASSISTANCE SOCIAL SCIENCE INTELLIGENCE GEOGRAPHY HISTORY PSYCHOLOGY PSYCHOLOGY PSYCHOLOGY PSYCHOLOGY SOCIAL WORK SOCIAL WORK SOCIAL WORK RECREATION SPECIALIST RECREATION AID AND ASSISTANT RECREATION AID AND ASSISTANT HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT Number Paid 6 7 11 14 2 3 16 6 2 1 1 1 16 46 10 8 1 1 14 24 10 5 1 9 1 1 3 1 1 1 15 2 1 3 3 1 4 2 1 3 15 Total Amount Paid $11,258 $8,295 $17,904 $145,382 $29,556 $5,751 $38,731 $14,401 $6,813 $4,640 $781 $474 $14,892 $44,639 $18,239 $20,935 $4,148 $7,240 $10,411 $28,808 $13,613 $8,593 $1,098 $9,346 $1,054 $875 $24,212 $468 $6,299 $1,628 $91,516 $22,350 $12,998 $18,289 $8,324 $6,842 $3,299 $1,436 $1,537 $6,007 $50,608 Defense (continued) GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS 50 Retention Incentives Departments Grade or Work Level 11 12 13 14 15 04 05 06 07 12 07 09 11 12 13 14 15 02 04 06 07 08 09 03 04 05 05 06 07 08 09 10 03 06 07 09 10 Department Pay Plan GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0201 0201 0201 0201 0201 0203 0203 0203 0203 0260 0301 0301 0301 0301 0301 0301 0301 0303 0303 0303 0303 0303 0303 0305 0305 0305 0318 0318 0318 0318 0318 0318 0326 0335 0335 0335 0335 Occupational Series Title HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES ASSISTANCE HUMAN RESOURCES ASSISTANCE HUMAN RESOURCES ASSISTANCE HUMAN RESOURCES ASSISTANCE EQUAL EMPLOYMENT OPPORTUNITY MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS CLERK AND ASSISTANT MISCELLANEOUS CLERK AND ASSISTANT MISCELLANEOUS CLERK AND ASSISTANT MISCELLANEOUS CLERK AND ASSISTANT MISCELLANEOUS CLERK AND ASSISTANT MISCELLANEOUS CLERK AND ASSISTANT MAIL AND FILE MAIL AND FILE MAIL AND FILE SECRETARY SECRETARY SECRETARY SECRETARY SECRETARY SECRETARY OFC AUTOMATION CLERICAL AND ASSISTANCE COMPUTER CLERK AND ASSISTANT COMPUTER CLERK AND ASSISTANT COMPUTER CLERK AND ASSISTANT COMPUTER CLERK AND ASSISTANT Number Paid 18 16 5 3 1 7 6 12 21 2 2 7 20 30 12 8 5 1 2 12 21 1 1 2 2 1 5 37 12 1 2 1 1 1 3 1 1 Total Amount Paid $59,704 $102,077 $46,645 $37,225 $2,856 $8,366 $8,734 $22,205 $55,916 $3,042 $3,603 $16,993 $43,910 $99,819 $78,046 $83,593 $49,463 $563 $2,236 $24,160 $35,682 $1,564 $3,938 $597 $1,216 $608 $8,541 $42,317 $18,187 $1,054 $7,609 $1,778 $373 $707 $7,650 $12,992 $6,519 Defense (continued) 51 Retention Incentives Departments Grade or Work Level 12 14 15 09 11 12 13 14 08 09 09 11 12 13 06 07 11 12 13 14 09 11 12 13 14 09 12 12 14 15 09 12 13 12 07 09 11 12 13 14 07 Department Pay Plan GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0340 0340 0340 0341 0341 0341 0341 0341 0342 0342 0343 0343 0343 0343 0344 0344 0346 0346 0346 0346 0391 0391 0391 0391 0391 0401 0401 0403 0403 0403 0404 0408 0415 0486 0501 0501 0501 0501 0501 0501 0503 Occupational Series Title PROGRAM MANAGEMENT PROGRAM MANAGEMENT PROGRAM MANAGEMENT ADMINISTRATIVE OFFICER ADMINISTRATIVE OFFICER ADMINISTRATIVE OFFICER ADMINISTRATIVE OFFICER ADMINISTRATIVE OFFICER SUPPORT SERVICES ADMINISTRATION SUPPORT SERVICES ADMINISTRATION MANAGEMENT AND PROGRAM ANALYSIS MANAGEMENT AND PROGRAM ANALYSIS MANAGEMENT AND PROGRAM ANALYSIS MANAGEMENT AND PROGRAM ANALYSIS MANAGEMENT PROGRAM CLERICAL ASSIST MANAGEMENT PROGRAM CLERICAL ASSIST LOGISTICS MANAGEMENT LOGISTICS MANAGEMENT LOGISTICS MANAGEMENT LOGISTICS MANAGEMENT TELECOMMUNICATIONS TELECOMMUNICATIONS TELECOMMUNICATIONS TELECOMMUNICATIONS TELECOMMUNICATIONS GENERAL BIOLOGICAL SCIENCE GENERAL BIOLOGICAL SCIENCE MICROBIOLOGY MICROBIOLOGY MICROBIOLOGY BIOLOGICAL SCIENCE TECHNICIAN ECOLOGY TOXICOLOGY WILDLIFE BIOLOGY FINANCIAL ADMINISTRATION AND PROGRAM FINANCIAL ADMINISTRATION AND PROGRAM FINANCIAL ADMINISTRATION AND PROGRAM FINANCIAL ADMINISTRATION AND PROGRAM FINANCIAL ADMINISTRATION AND PROGRAM FINANCIAL ADMINISTRATION AND PROGRAM FINANCIAL CLERICAL AND ASSISTANCE Number Paid 3 12 28 3 2 5 1 2 1 1 25 11 10 2 8 23 2 18 21 3 1 5 36 5 2 3 2 1 1 1 2 1 1 1 1 1 4 19 11 2 1 Total Amount Paid $22,142 $138,490 $450,429 $18,625 $7,905 $42,162 $2,139 $29,681 $6,440 $2,795 $71,259 $23,807 $27,764 $9,278 $6,589 $24,275 $1,293 $59,546 $64,397 $22,653 $1,756 $22,968 $92,124 $33,219 $7,719 $6,153 $18,745 $3,750 $6,232 $11,144 $7,561 $3,476 $11,978 $6,208 $317 $6,570 $3,051 $45,015 $19,126 $16,722 $2,584 Defense (continued) GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS 52 Retention Incentives Departments Grade or Work Level 08 09 12 13 15 11 12 13 14 06 07 08 08 06 07 06 07 08 07 09 11 12 13 05 06 07 04 05 07 09 11 12 12 13 14 15 11 12 13 07 09 Department Pay Plan GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0503 0503 0505 0505 0505 0510 0510 0510 0510 0525 0525 0525 0540 0544 0544 0545 0545 0545 0560 0560 0560 0560 0560 0561 0561 0561 0599 0599 0599 0601 0601 0601 0602 0602 0602 0602 0603 0603 0603 0610 0610 Occupational Series Title FINANCIAL CLERICAL AND ASSISTANCE FINANCIAL CLERICAL AND ASSISTANCE FINANCIAL MANAGEMENT FINANCIAL MANAGEMENT FINANCIAL MANAGEMENT ACCOUNTING ACCOUNTING ACCOUNTING ACCOUNTING ACCOUNTING TECHNICIAN ACCOUNTING TECHNICIAN ACCOUNTING TECHNICIAN VOUCHER EXAMINING CIVILIAN PAY CIVILIAN PAY MILITARY PAY MILITARY PAY MILITARY PAY BUDGET ANALYSIS BUDGET ANALYSIS BUDGET ANALYSIS BUDGET ANALYSIS BUDGET ANALYSIS BUDGET CLERICAL AND ASSISTANCE BUDGET CLERICAL AND ASSISTANCE BUDGET CLERICAL AND ASSISTANCE FINANCIAL MANAGEMENT STUDENT TRAINEE FINANCIAL MANAGEMENT STUDENT TRAINEE FINANCIAL MANAGEMENT STUDENT TRAINEE GENERAL HEALTH SCIENCE GENERAL HEALTH SCIENCE GENERAL HEALTH SCIENCE MEDICAL OFFICER MEDICAL OFFICER MEDICAL OFFICER MEDICAL OFFICER PHYSICIANS ASSISTANT PHYSICIANS ASSISTANT PHYSICIANS ASSISTANT NURSE NURSE Number Paid 2 3 3 3 1 3 10 3 2 2 15 5 2 1 2 7 4 2 2 10 25 35 11 1 2 1 3 4 1 8 10 1 2 33 215 122 108 85 6 2 16 Total Amount Paid $8,379 $8,133 $11,416 $34,135 $1,363 $15,243 $42,016 $18,532 $17,860 $2,692 $44,056 $16,241 $10,026 $700 $7,449 $16,328 $9,046 $8,202 $1,107 $16,121 $35,072 $81,931 $19,638 $1,041 $1,732 $713 $530 $1,645 $760 $51,239 $46,686 $501 $1,428 $440,890 $3,195,743 $2,166,822 $1,091,600 $956,619 $79,913 $4,842 $67,346 Defense (continued) GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS 53 Retention Incentives Departments Grade or Work Level 10 11 12 13 05 06 07 04 06 07 06 11 11 12 06 07 04 05 06 07 08 09 11 07 08 09 10 11 09 10 11 12 04 05 07 07 08 09 05 06 07 Department Pay Plan GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0610 0610 0610 0610 0620 0620 0620 0621 0621 0621 0622 0631 0633 0633 0636 0636 0640 0640 0640 0640 0640 0640 0640 0642 0642 0642 0642 0642 0644 0644 0644 0644 0645 0645 0645 0646 0646 0646 0647 0647 0647 NURSE NURSE NURSE NURSE Occupational Series Title Number Paid 83 176 208 11 40 41 3 5 13 1 1 1 9 1 9 1 14 17 4 18 7 2 2 1 4 8 2 1 1 1 5 2 8 2 2 2 4 2 1 19 21 Total Amount Paid $366,279 $723,575 $1,378,802 $67,251 $94,977 $57,073 $1,685 $5,101 $59,493 $5,479 $2,747 $5,429 $59,324 $11,830 $51,291 $5,830 $55,049 $63,121 $14,322 $51,662 $36,950 $7,717 $7,680 $6,124 $29,607 $56,618 $17,708 $7,582 $3,075 $1,952 $14,326 $14,699 $19,988 $5,066 $9,538 $11,439 $4,449 $8,500 $691 $59,447 $76,428 PRACTICAL NURSE PRACTICAL NURSE PRACTICAL NURSE NURSING ASSISTANT NURSING ASSISTANT NURSING ASSISTANT MEDICAL SUPPLY AIDE AND TECHNICIAN OCCUPATIONAL THERAPIST PHYSICAL THERAPIST PHYSICAL THERAPIST REHABILITATION THERAPY ASSISTANT REHABILITATION THERAPY ASSISTANT HEALTH AID AND TECHNICIAN HEALTH AID AND TECHNICIAN HEALTH AID AND TECHNICIAN HEALTH AID AND TECHNICIAN HEALTH AID AND TECHNICIAN HEALTH AID AND TECHNICIAN HEALTH AID AND TECHNICIAN NUCLEAR MEDICINE TECHNICIAN NUCLEAR MEDICINE TECHNICIAN NUCLEAR MEDICINE TECHNICIAN NUCLEAR MEDICINE TECHNICIAN NUCLEAR MEDICINE TECHNICIAN MEDICAL TECHNOLOGIST MEDICAL TECHNOLOGIST MEDICAL TECHNOLOGIST MEDICAL TECHNOLOGIST MEDICAL TECHNICIAN MEDICAL TECHNICIAN MEDICAL TECHNICIAN PATHOLOGY TECHNICIAN PATHOLOGY TECHNICIAN PATHOLOGY TECHNICIAN DIAGNOSTIC RADIOLOGIC TECHNOLOGIST DIAGNOSTIC RADIOLOGIC TECHNOLOGIST DIAGNOSTIC RADIOLOGIC TECHNOLOGIST Defense (continued) GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS 54 Retention Incentives Departments Grade or Work Level 08 09 10 11 08 09 10 11 12 07 08 09 10 07 09 11 11 12 13 05 06 07 09 11 12 11 12 11 12 13 14 11 12 13 15 11 12 13 06 07 08 Department Pay Plan GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0647 0647 0647 0647 0648 0648 0648 0648 0648 0649 0649 0649 0649 0651 0651 0651 0660 0660 0660 0661 0661 0661 0661 0662 0662 0665 0665 0667 0668 0668 0668 0669 0669 0670 0670 0671 0671 0671 0675 0675 0675 Occupational Series Title DIAGNOSTIC RADIOLOGIC TECHNOLOGIST DIAGNOSTIC RADIOLOGIC TECHNOLOGIST DIAGNOSTIC RADIOLOGIC TECHNOLOGIST DIAGNOSTIC RADIOLOGIC TECHNOLOGIST THERAPEUTIC RADIOLOGIC TECHNOLOGIST THERAPEUTIC RADIOLOGIC TECHNOLOGIST THERAPEUTIC RADIOLOGIC TECHNOLOGIST THERAPEUTIC RADIOLOGIC TECHNOLOGIST THERAPEUTIC RADIOLOGIC TECHNOLOGIST MEDICAL INSTRUMENT TECHNICIAN MEDICAL INSTRUMENT TECHNICIAN MEDICAL INSTRUMENT TECHNICIAN MEDICAL INSTRUMENT TECHNICIAN RESPIRATORY THERAPIST RESPIRATORY THERAPIST RESPIRATORY THERAPIST PHARMACIST PHARMACIST PHARMACIST PHARMACY TECHNICIAN PHARMACY TECHNICIAN PHARMACY TECHNICIAN PHARMACY TECHNICIAN OPTOMETRIST OPTOMETRIST SPEECH PATHOLOGY AND AUDIOLOGY SPEECH PATHOLOGY AND AUDIOLOGY ORTHOTIST AND PROSTHETIST PODIATRIST PODIATRIST PODIATRIST MEDICAL RECORDS ADMINISTRATION MEDICAL RECORDS ADMINISTRATION HEALTH SYSTEM ADMINISTRATION HEALTH SYSTEM ADMINISTRATION HEALTH SYSTEM SPECIALIST HEALTH SYSTEM SPECIALIST HEALTH SYSTEM SPECIALIST MEDICAL RECORDS TECHNICIAN MEDICAL RECORDS TECHNICIAN MEDICAL RECORDS TECHNICIAN Number Paid 48 17 5 3 1 2 2 1 1 5 62 11 2 6 1 1 137 127 22 1 1 1 1 1 12 1 1 3 1 2 1 2 1 2 1 8 2 2 2 2 23 Total Amount Paid $218,006 $101,281 $32,839 $17,051 $4,946 $19,627 $14,172 $6,370 $11,502 $13,818 $320,993 $59,681 $13,666 $12,569 $4,681 $6,545 $952,931 $696,742 $110,318 $1,162 $2,730 $2,939 $1,751 $6,476 $139,445 $9,351 $4,465 $21,556 $9,761 $29,677 $16,198 $9,453 $9,810 $14,189 $6,429 $29,415 $8,679 $1,591 $3,895 $7,353 $58,936 Defense (continued) GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS 55 Retention Incentives Departments Grade or Work Level 09 04 05 06 07 08 11 12 13 14 05 06 06 07 08 09 07 09 11 12 13 11 12 13 14 15 09 11 12 12 12 12 12 13 12 13 14 15 07 09 11 Department Pay Plan GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0675 0679 0679 0679 0679 0679 0680 0680 0680 0680 0681 0681 0682 0682 0682 0682 0683 0683 0690 0690 0690 0801 0801 0801 0801 0801 0802 0802 0802 0804 0806 0808 0810 0810 0819 0819 0819 0819 0830 0830 0830 Occupational Series Title MEDICAL RECORDS TECHNICIAN MEDICAL SUPPORT ASSISTANCE MEDICAL SUPPORT ASSISTANCE MEDICAL SUPPORT ASSISTANCE MEDICAL SUPPORT ASSISTANCE MEDICAL SUPPORT ASSISTANCE DENTAL OFFICER DENTAL OFFICER DENTAL OFFICER DENTAL OFFICER DENTAL ASSISTANT DENTAL ASSISTANT DENTAL HYGIENE DENTAL HYGIENE DENTAL HYGIENE DENTAL HYGIENE DENTAL LABORATORY AID AND TECHNICIAN DENTAL LABORATORY AID AND TECHNICIAN INDUSTRIAL HYGIENE INDUSTRIAL HYGIENE INDUSTRIAL HYGIENE GENERAL ENGINEERING GENERAL ENGINEERING GENERAL ENGINEERING GENERAL ENGINEERING GENERAL ENGINEERING ENGINEERING TECHNICIAN ENGINEERING TECHNICIAN ENGINEERING TECHNICIAN FIRE PROTECTION ENGINEERING MATERIALS ENGINEERING ARCHITECTURE CIVIL ENGINEERING CIVIL ENGINEERING ENVIRONMENTAL ENGINEERING ENVIRONMENTAL ENGINEERING ENVIRONMENTAL ENGINEERING ENVIRONMENTAL ENGINEERING MECHANICAL ENGINEERING MECHANICAL ENGINEERING MECHANICAL ENGINEERING Number Paid 5 22 6 1 1 2 1 5 4 4 1 8 10 23 1 2 1 1 2 5 1 2 1 8 3 3 2 1 3 1 1 1 9 6 3 2 1 1 1 2 2 Total Amount Paid $15,918 $45,404 $23,496 $2,653 $6,618 $2,203 $8,992 $55,504 $41,207 $29,295 $177 $14,960 $62,267 $105,718 $10,895 $7,827 $4,133 $2,529 $7,178 $30,519 $5,985 $6,728 $1,479 $31,445 $17,590 $28,817 $2,446 $9,084 $10,336 $3,085 $8,503 $682 $66,125 $51,353 $22,431 $4,146 $7,046 $5,591 $7,997 $10,844 $2,122 Defense (continued) GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS 56 Retention Incentives Departments Grade or Work Level 12 14 09 11 12 14 07 09 11 12 14 12 13 14 10 11 12 12 13 14 12 09 11 05 13 15 08 12 07 10 06 08 07 12 13 12 09 09 11 12 Department Pay Plan GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0830 0830 0850 0850 0850 0850 0854 0854 0854 0854 0854 0855 0855 0855 0856 0856 0856 0858 0858 0861 0871 0893 0896 0899 0905 0905 0950 0950 0962 0962 0986 0986 1001 1001 1001 1010 1016 1035 1035 1035 Occupational Series Title MECHANICAL ENGINEERING MECHANICAL ENGINEERING ELECTRICAL ENGINEERING ELECTRICAL ENGINEERING ELECTRICAL ENGINEERING ELECTRICAL ENGINEERING COMPUTER ENGINEERING COMPUTER ENGINEERING COMPUTER ENGINEERING COMPUTER ENGINEERING COMPUTER ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS TECHNICIAN ELECTRONICS TECHNICIAN ELECTRONICS TECHNICIAN BIOMEDICAL ENGINEERING BIOMEDICAL ENGINEERING AEROSPACE ENGINEERING NAVAL ARCHITECTURE CHEMICAL ENGINEERING INDUSTRIAL ENGINEERING ENGINEERING AND ARCHITECTURE STUDENT TRAINEE GENERAL ATTORNEY GENERAL ATTORNEY PARALEGAL SPECIALIST PARALEGAL SPECIALIST CONTACT REPRESENTATIVE CONTACT REPRESENTATIVE LEGAL ASSISTANCE LEGAL ASSISTANCE GENERAL ARTS AND INFORMATION GENERAL ARTS AND INFORMATION GENERAL ARTS AND INFORMATION EXHIBITS SPECIALIST MUSEUM SPECIALIST AND TECHNICIAN PUBLIC AFFAIRS PUBLIC AFFAIRS PUBLIC AFFAIRS Number Paid 1 1 1 3 2 1 1 1 1 2 1 2 2 1 1 4 2 1 1 1 1 1 1 1 3 4 1 1 1 1 1 2 6 1 1 1 1 1 3 5 Total Amount Paid $931 $5,860 $857 $5,671 $4,289 $8,759 $7,957 $7,407 $11,196 $17,224 $9,572 $9,364 $9,963 $8,343 $8,673 $23,844 $14,312 $476 $10,568 $15,779 $5,230 $8,731 $897 $637 $28,900 $52,147 $1,076 $200 $877 $1,175 $781 $1,642 $5,136 $1,503 $13,906 $6,567 $3,404 $1,010 $4,857 $8,112 Defense (continued) GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS 57 Retention Incentives Departments Grade or Work Level 07 09 09 11 12 11 06 09 11 12 13 07 09 11 12 13 06 07 05 07 11 07 08 07 11 12 11 05 07 15 11 12 13 14 15 09 11 12 13 12 13 Department Pay Plan GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 1060 1060 1071 1071 1071 1084 1101 1101 1101 1101 1101 1102 1102 1102 1102 1102 1105 1105 1106 1106 1144 1152 1152 1170 1173 1173 1176 1199 1199 1222 1301 1301 1301 1301 1301 1306 1306 1306 1306 1310 1310 Occupational Series Title PHOTOGRAPHY PHOTOGRAPHY AUDIOVISUAL PRODUCTION AUDIOVISUAL PRODUCTION AUDIOVISUAL PRODUCTION VISUAL INFORMATION GENERAL BUSINESS AND INDUSTRY GENERAL BUSINESS AND INDUSTRY GENERAL BUSINESS AND INDUSTRY GENERAL BUSINESS AND INDUSTRY GENERAL BUSINESS AND INDUSTRY CONTRACTING CONTRACTING CONTRACTING CONTRACTING CONTRACTING PURCHASING PURCHASING PROCUREMENT CLERICAL AND TECHNICIAN PROCUREMENT CLERICAL AND TECHNICIAN COMMISSARY MANAGEMENT PRODUCTION CONTROL PRODUCTION CONTROL REALTY HOUSING MANAGEMENT HOUSING MANAGEMENT BUILDING MANAGEMENT BUSINESS AND INDUSTRY STUDENT TRAINEE BUSINESS AND INDUSTRY STUDENT TRAINEE PATENT ATTORNEY GENERAL PHYSICAL SCIENCE GENERAL PHYSICAL SCIENCE GENERAL PHYSICAL SCIENCE GENERAL PHYSICAL SCIENCE GENERAL PHYSICAL SCIENCE HEALTH PHYSICS HEALTH PHYSICS HEALTH PHYSICS HEALTH PHYSICS PHYSICS PHYSICS Number Paid 2 2 2 3 1 2 1 2 2 1 14 5 16 31 66 18 1 2 3 8 1 1 1 1 1 2 3 4 1 1 2 2 2 1 1 1 1 1 1 1 2 Total Amount Paid $1,405 $2,266 $2,041 $12,256 $1,409 $9,810 $5,797 $11,880 $981 $1,733 $27,269 $3,442 $37,536 $122,765 $164,365 $61,568 $4,291 $13,418 $7,365 $12,915 $5,726 $545 $2,443 $341 $1,250 $7,625 $5,007 $1,887 $524 $16,445 $23,912 $14,136 $4,730 $6,440 $20,683 $2,470 $9,190 $9,730 $9,074 $4,173 $24,576 Defense (continued) GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS 58 Retention Incentives Departments Grade or Work Level 14 15 11 12 14 15 13 13 08 07 13 14 15 13 09 11 12 15 11 12 13 14 15 11 12 11 12 14 09 11 13 04 05 07 08 09 11 12 09 11 09 Department Pay Plan GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 1310 1310 1320 1320 1320 1320 1330 1410 1411 1421 1515 1515 1515 1529 1550 1550 1550 1550 1601 1601 1601 1601 1601 1640 1640 1670 1670 1670 1701 1701 1701 1702 1702 1702 1702 1712 1712 1712 1740 1740 1801 PHYSICS PHYSICS CHEMISTRY CHEMISTRY CHEMISTRY CHEMISTRY Occupational Series Title Number Paid 2 1 1 1 1 1 1 1 1 1 2 1 1 1 2 1 2 2 7 10 4 3 1 1 4 1 3 1 2 1 1 2 7 2 1 5 1 3 1 3 1 Total Amount Paid $32,515 $21,310 $874 $9,246 $12,579 $15,789 $7,971 $3,700 $2,860 $852 $4,766 $12,236 $2,052 $7,177 $18,327 $9,876 $16,816 $22,649 $31,890 $89,575 $43,326 $31,759 $11,926 $3,606 $41,068 $1,370 $7,445 $13,444 $3,229 $3,875 $1,312 $1,265 $5,006 $1,436 $860 $14,315 $2,227 $39,576 $1,963 $16,159 $2,919 ASTRONOMY AND SPACE SCIENCE LIBRARIAN LIBRARY TECHNICIAN ARCHIVES TECHNICIAN OPERATIONS RESEARCH OPERATIONS RESEARCH OPERATIONS RESEARCH MATHEMATICAL STATISTICIAN COMPUTER SCIENCE COMPUTER SCIENCE COMPUTER SCIENCE COMPUTER SCIENCE GENERAL FACILITIES AND EQUIPMENT GENERAL FACILITIES AND EQUIPMENT GENERAL FACILITIES AND EQUIPMENT GENERAL FACILITIES AND EQUIPMENT GENERAL FACILITIES AND EQUIPMENT FACILITY OPERATIONS SERVICES FACILITY OPERATIONS SERVICES EQUIPMENT SERVICES EQUIPMENT SERVICES EQUIPMENT SERVICES GENERAL EDUCATION AND TRAINING GENERAL EDUCATION AND TRAINING GENERAL EDUCATION AND TRAINING EDUCATION AND TRAINING TECHNICIAN EDUCATION AND TRAINING TECHNICIAN EDUCATION AND TRAINING TECHNICIAN EDUCATION AND TRAINING TECHNICIAN TRAINING INSTRUCTION TRAINING INSTRUCTION TRAINING INSTRUCTION EDUCATION SERVICES EDUCATION SERVICES GENERAL INSPECTION Defense (continued) GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS 59 Retention Incentives Departments Grade or Work Level 09 12 13 09 12 09 11 12 15 05 06 07 08 09 09 14 06 07 08 11 07 08 09 09 11 12 13 14 12 13 14 12 13 09 10 11 09 11 12 13 14 Department Pay Plan GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 1910 1910 1910 2001 2001 2003 2003 2003 2003 2005 2005 2005 2005 2005 2010 2101 2102 2102 2102 2130 2151 2151 2151 2152 2152 2152 2152 2152 2181 2181 2181 2183 2183 2185 2185 2185 2210 2210 2210 2210 2210 Occupational Series Title QUALITY ASSURANCE QUALITY ASSURANCE QUALITY ASSURANCE GENERAL SUPPLY GENERAL SUPPLY SUPPLY PROGRAM MANAGEMENT SUPPLY PROGRAM MANAGEMENT SUPPLY PROGRAM MANAGEMENT SUPPLY PROGRAM MANAGEMENT SUPPLY CLERICAL AND TECHNICIAN SUPPLY CLERICAL AND TECHNICIAN SUPPLY CLERICAL AND TECHNICIAN SUPPLY CLERICAL AND TECHNICIAN SUPPLY CLERICAL AND TECHNICIAN INVENTORY MANAGEMENT TRANSPORTATION SPECIALIST TRANSPORTATION CLERK AND ASSISTANT TRANSPORTATION CLERK AND ASSISTANT TRANSPORTATION CLERK AND ASSISTANT TRAFFIC MANAGEMENT DISPATCHING DISPATCHING DISPATCHING AIR TRAFFIC CONTROL AIR TRAFFIC CONTROL AIR TRAFFIC CONTROL AIR TRAFFIC CONTROL AIR TRAFFIC CONTROL AIRCRAFT OPERATION AIRCRAFT OPERATION AIRCRAFT OPERATION AIR NAVIGATION AIR NAVIGATION AIRCREW TECHNICIAN AIRCREW TECHNICIAN AIRCREW TECHNICIAN INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT Number Paid 3 2 1 1 2 10 3 1 1 2 8 11 1 1 1 19 2 2 3 5 9 1 1 1 14 4 2 1 12 135 4 8 1 4 7 2 11 61 94 47 19 Total Amount Paid $8,294 $8,178 $19,769 $1,195 $9,766 $52,842 $16,922 $108 $13,313 $9,053 $11,033 $34,748 $5,318 $630 $5,376 $173,945 $2,239 $7,861 $17,052 $43,600 $10,603 $1,144 $1,061 $5,030 $75,986 $40,343 $20,081 $2,999 $86,395 $1,054,199 $28,512 $34,357 $20,398 $12,000 $13,307 $11,979 $35,899 $316,064 $622,083 $364,794 $188,924 Defense (continued) GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS 60 Retention Incentives Departments Grade or Work Level 15 11 11 11 10 11 11 10 11 10 08 10 05 04 04 05 04 05 04 05 04 04 02 04 03 03 04 04 04 03 04 03 11 11 11 11 10 10 11 10 Department Pay Plan GS NA NA NA NA NA NA NA NA NA NA NA ND ND ND ND ND ND ND ND Occ. Series 2210 2805 4206 4206 4605 4605 4605 4607 4607 4749 4820 5823 0801 0806 0830 0830 0855 0855 0871 0893 1320 1550 0303 0301 0560 0801 0801 0855 1102 1515 1515 2210 2805 2805 2805 4605 4607 4607 4749 5823 Occupational Series Title INFORMATION TECHNOLOGY MANAGEMENT ELECTRICIAN PLUMBING PLUMBING WOOD CRAFTING WOOD CRAFTING WOOD CRAFTING CARPENTER CARPENTER MAINTENANCE MECHANIC VENDING MACHINE REPAIRING AUTOMOTIVE MECHANIC GENERAL ENGINEERING MATERIALS ENGINEERING MECHANICAL ENGINEERING MECHANICAL ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING NAVAL ARCHITECTURE CHEMICAL ENGINEERING CHEMISTRY COMPUTER SCIENCE MISCELLANEOUS CLERK AND ASSISTANT MISCELLANEOUS ADMINISTRATION AND PROGRAM BUDGET ANALYSIS GENERAL ENGINEERING GENERAL ENGINEERING ELECTRONICS ENGINEERING CONTRACTING OPERATIONS RESEARCH OPERATIONS RESEARCH INFORMATION TECHNOLOGY MANAGEMENT ELECTRICIAN ELECTRICIAN ELECTRICIAN WOOD CRAFTING CARPENTER CARPENTER MAINTENANCE MECHANIC AUTOMOTIVE MECHANIC Number Paid 5 1 1 1 1 1 1 1 1 1 1 1 1 1 1 4 6 1 2 1 2 1 1 1 1 1 1 1 1 1 2 1 1 1 1 1 1 1 1 1 Total Amount Paid $53,860 $480 $480 $480 $480 $480 $480 $480 $480 $4,888 $500 $4,700 $4,377 $1,927 $8,054 $10,561 $30,159 $4,666 $3,854 $10,126 $20,135 $4,547 $1,008 $8,044 $6,109 $836 $2,947 $6,092 $752 $2,516 $9,022 $3,759 $480 $480 $480 $480 $480 $480 $480 $480 Defense (continued) ND ND NG NH NH NH NH NH NH NH NH NH NL NL NL NL NL NL NL NL 61 Retention Incentives Departments Grade or Work Level 11 11 11 11 11 08 10 10 04 00 00 Department Pay Plan NS NS NS NS NS NS NS NS NT ST ST TP WB WG WG WG WG WG WG Occ. Series 4749 4749 4749 4749 4749 5003 5716 5823 2210 0801 1301 1701 5407 2601 2604 2604 2606 2610 2805 2810 2892 2892 3105 3806 3806 4255 4714 4818 5378 5408 5408 5409 5409 5413 5703 5703 5801 5803 5803 5823 Occupational Series Title MAINTENANCE MECHANIC MAINTENANCE MECHANIC MAINTENANCE MECHANIC MAINTENANCE MECHANIC MAINTENANCE MECHANIC GARDENING ENGINEERING EQUIPMENT OPERATING AUTOMOTIVE MECHANIC INFORMATION TECHNOLOGY MANAGEMENT GENERAL ENGINEERING GENERAL PHYSICAL SCIENCE GENERAL EDUCATION AND TRAINING ELECTRICAL POWER CONTROLLER MISC ELECTRONIC EQUIPMT INSTALL MAINT ELECTRONICS MECHANIC ELECTRONICS MECHANIC ELECTRONIC INDUSTRIAL CONTROLS MECHANIC ELECTRONIC INTEGRATED SYSTEMS MECHANIC ELECTRICIAN ELECTRICIAN (HIGH VOLTAGE) AIRCRAFT ELECTRICIAN AIRCRAFT ELECTRICIAN FABRIC WORKING SHEET METAL MECHANIC SHEET METAL MECHANIC FUEL DISTRIBUTION SYSTEM MECHANICAL MODEL MAKING AIRCRAFT SURVIVAL FLIGHT EQUIPMENT REPAI POWERED SUPPORT SYSTEMS MECHANIC WASTEWATER TREATMENT PLANT OPERATOR WASTEWATER TREATMENT PLANT OPERATOR WATER TREATMENT PLANT OPERATOR WATER TREATMENT PLANT OPERATOR FUEL DISTRIBUTION SYSTEM OPERATOR MOTOR VEHICLE OPERATOR MOTOR VEHICLE OPERATOR MISC TRANSPORTATION/MOBILE EQUIPMENT MAINT HEAVY MOBILE EQUIPMENT MECHANIC HEAVY MOBILE EQUIPMENT MECHANIC AUTOMOTIVE MECHANIC Number Paid 1 1 1 1 1 1 1 1 1 2 1 5 Total Amount Paid $480 $480 $480 $480 $480 $480 $480 $480 $2,173 $48,001 $30,589 $12,664 $19,351 $18,650 $3,921 $5,611 $5,916 $7,421 $3,908 $1,267 $2,204 $2,251 $9,207 $4,066 $2,165 $9,489 $9,391 $3,823 $6,619 $15,451 $39,731 $26,074 $32,140 $1,879 $387 $3,831 $1,259 $562 $21,356 $13,108 00 11 10 11 11 12 10 10 10 11 10 10 11 10 14 08 11 09 10 09 10 08 06 08 10 08 10 10 2 9 4 3 1 2 2 1 1 1 2 3 1 2 6 2 1 6 7 7 5 1 1 2 1 1 5 3 Defense (continued) WG WG WG WG WG WG WG WG WG WG WG WG WG WG WG WG WG WG WG WG WG 62 Retention Incentives Departments Grade or Work Level 11 07 10 06 06 07 06 11 10 10 08 10 11 12 11 10 09 09 11 10 11 16 09 10 08 10 11 12 13 09 16 08 10 10 06 10 09 10 Department Pay Plan WG WG WG WG WG WG WG WG WG WG WG WG WG WG WL WL WL WL WS Occ. Series 5823 6501 6641 6904 6907 6912 7002 8268 8602 8810 8852 8852 8852 8852 2601 2810 5408 5409 2601 2604 2604 4749 5408 5408 5409 5801 5801 5801 5801 5803 5803 5823 5823 6641 6907 8801 8852 8852 Occupational Series Title AUTOMOTIVE MECHANIC MISC AMMUN ORDNANCE EQUIPMENT MECHANIC TOOLS AND PARTS ATTENDING MATERIALS HANDLER MATERIALS EXAMINING AND IDENTIFYING PACKING AIRCRAFT PNEUDRAULIC SYSTEMS MECHANIC AIRCRAFT ENGINE MECHANIC AIRCRAFT PROPELLER MECHANIC AIRCRAFT MECHANIC AIRCRAFT MECHANIC AIRCRAFT MECHANIC AIRCRAFT MECHANIC MISC ELECTRONIC EQUIPMT INSTALL MAINT ELECTRICIAN (HIGH VOLTAGE) WASTEWATER TREATMENT PLANT OPERATOR WATER TREATMENT PLANT OPERATOR MISC ELECTRONIC EQUIPMT INSTALL MAINT ELECTRONICS MECHANIC ELECTRONICS MECHANIC MAINTENANCE MECHANIC WASTEWATER TREATMENT PLANT OPERATOR WASTEWATER TREATMENT PLANT OPERATOR WATER TREATMENT PLANT OPERATOR MISC TRANSPORTATION/MOBILE EQUIPMENT MAINT MISC TRANSPORTATION/MOBILE EQUIPMENT MAINT MISC TRANSPORTATION/MOBILE EQUIPMENT MAINT MISC TRANSPORTATION/MOBILE EQUIPMENT MAINT HEAVY MOBILE EQUIPMENT MECHANIC HEAVY MOBILE EQUIPMENT MECHANIC AUTOMOTIVE MECHANIC AUTOMOTIVE MECHANIC ORDNANCE EQUIPMENT MECHANIC MATERIALS HANDLER MISCELLANEOUS AIRCRAFT OVERHAUL AIRCRAFT MECHANIC AIRCRAFT MECHANIC Number Paid 1 1 5 4 15 3 1 1 1 1 1 4 2 5 3 1 4 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 2 1 1 5 Total Amount Paid $4,818 $3,834 $23,497 $13,231 $38,837 $7,655 $3,530 $3,295 $7,704 $2,177 $2,730 $8,708 $3,635 $10,146 $6,903 $6,297 $12,917 $1,193 $2,349 $8,390 $1,343 $7,486 $3,578 $10,846 $8,480 $10,701 $6,664 $4,180 $2,395 $6,170 $2,427 $1,156 $4,967 $5,985 $5,962 $478 $602 $12,492 Defense (continued) WS WS WS WS WS WS WS WS WS WS WS WS WS WS WS WS WS WS WS 63 Retention Incentives Departments Grade or Work Level 02 03 02 02 03 02 03 02 03 02 03 02 03 03 02 01 02 03 03 02 02 02 02 03 01 02 02 01 02 02 03 02 03 03 02 03 02 02 03 Department Pay Plan YA YA YA YA YA YA YA YA YA YA YA YA YA YA YA YA YA YA YA Occ. Series 0020 0080 0101 0201 0301 0343 0343 0391 0501 0560 0560 0905 0905 1001 1084 1102 1102 1102 1701 1750 1801 2181 2210 2210 0303 0303 0318 0390 0392 1002 1060 2204 0080 0130 0201 0201 0260 0301 0301 Occupational Series Title COMMUNITY PLANNING SECURITY ADMINISTRATION SOCIAL SCIENCE HUMAN RESOURCES MANAGEMENT MISCELLANEOUS ADMINISTRATION AND PROGRAM MANAGEMENT AND PROGRAM ANALYSIS MANAGEMENT AND PROGRAM ANALYSIS TELECOMMUNICATIONS FINANCIAL ADMINISTRATION AND PROGRAM BUDGET ANALYSIS BUDGET ANALYSIS GENERAL ATTORNEY GENERAL ATTORNEY GENERAL ARTS AND INFORMATION VISUAL INFORMATION CONTRACTING CONTRACTING CONTRACTING GENERAL EDUCATION AND TRAINING INSTRUCTIONAL SYSTEMS GENERAL INSPECTION AIRCRAFT OPERATION INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT MISCELLANEOUS CLERK AND ASSISTANT MISCELLANEOUS CLERK AND ASSISTANT SECRETARY TELECOMMUNICATIONS PROCESSING GENERAL TELECOMMUNICATIONS ARTS AND INFORMATION SUPPORT PHOTOGRAPHY COMPUTER TECHNICIAN SECURITY ADMINISTRATION FOREIGN AFFAIRS HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT EQUAL EMPLOYMENT OPPORTUNITY MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM Number Paid 1 1 2 2 4 2 3 4 1 1 1 7 3 1 1 2 2 24 1 1 1 1 1 3 15 1 1 16 17 1 1 1 1 1 2 2 1 4 8 Total Amount Paid $2,050 $22,838 $10,897 $8,628 $28,825 $8,134 $53,000 $13,093 $3,947 $3,482 $1,795 $79,093 $39,802 $1,938 $4,845 $2,316 $7,822 $158,581 $15,505 $923 $4,323 $11,238 $13,533 $50,108 $14,597 $423 $3,294 $58,189 $25,266 $2,379 $6,302 $8,678 $8,216 $7,501 $9,375 $13,299 $5,953 $16,071 $129,794 Defense (continued) YA YA YA YA YA YB YB YB YB YB YB YB YB YC YC YC YC YC YC YC 64 Retention Incentives Departments Grade or Work Level 03 02 01 02 02 03 02 02 03 02 02 01 02 02 03 02 03 03 02 03 02 02 02 02 02 01 02 03 01 02 02 01 02 03 01 02 02 01 02 02 03 Department Pay Plan YC YC YC YC YC YC YC YC YC YC YC YC YC YD YD YD YD YD YD YD Occ. Series 0343 0346 0390 0391 0560 1015 1101 1102 1102 1173 1601 2203 2210 0401 0401 0403 0414 0415 0801 0801 0806 0807 0808 0810 0819 0830 0830 0840 0850 0850 0854 0855 0855 0855 0861 0861 0893 0896 0896 1301 1301 Occupational Series Title MANAGEMENT AND PROGRAM ANALYSIS LOGISTICS MANAGEMENT TELECOMMUNICATIONS PROCESSING TELECOMMUNICATIONS BUDGET ANALYSIS MUSEUM CURATOR GENERAL BUSINESS AND INDUSTRY CONTRACTING CONTRACTING HOUSING MANAGEMENT GENERAL FACILITIES AND EQUIPMENT COMPUTER OPERATOR INFORMATION TECHNOLOGY MANAGEMENT GENERAL BIOLOGICAL SCIENCE GENERAL BIOLOGICAL SCIENCE MICROBIOLOGY ENTOMOLOGY TOXICOLOGY GENERAL ENGINEERING GENERAL ENGINEERING MATERIALS ENGINEERING LANDSCAPE ARCHITECTURE ARCHITECTURE CIVIL ENGINEERING ENVIRONMENTAL ENGINEERING MECHANICAL ENGINEERING MECHANICAL ENGINEERING NUCLEAR ENGINEERING ELECTRICAL ENGINEERING ELECTRICAL ENGINEERING COMPUTER ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING AEROSPACE ENGINEERING AEROSPACE ENGINEERING CHEMICAL ENGINEERING INDUSTRIAL ENGINEERING INDUSTRIAL ENGINEERING GENERAL PHYSICAL SCIENCE GENERAL PHYSICAL SCIENCE Number Paid 2 4 4 2 1 1 2 2 6 2 2 1 1 1 1 1 1 1 81 3 13 1 3 3 6 7 172 1 1 20 6 21 995 1 7 101 3 2 27 3 1 Total Amount Paid $30,289 $18,423 $23,834 $6,201 $7,017 $10,904 $2,846 $2,157 $44,880 $15,188 $6,843 $1,435 $1,299 $691 $3,527 $355 $3,348 $3,804 $261,914 $25,899 $49,501 $3,512 $10,110 $3,514 $16,318 $6,905 $587,878 $11,701 $190 $71,932 $31,430 $10,660 $3,074,487 $6,039 $9,786 $326,154 $13,180 $803 $68,675 $21,416 $3,804 Defense (continued) YD YD YD YD YD YD YD YD YD YD YD YD YD YD YD YD YD YD YD YD YD 65 Retention Incentives Departments Grade or Work Level 03 03 02 03 02 03 02 02 03 02 03 02 02 02 01 02 03 03 02 02 02 03 02 02 02 02 02 02 03 03 04 02 02 02 15 03 04 04 04 04 04 Department Pay Plan YD YD YD YD YD YD YD YF YF YF YF YF YF YF YF YF Occ. Series 1306 1310 1320 1320 1321 1515 1550 0801 0801 0810 0810 0830 0850 0855 0856 0861 0861 0893 0896 1301 1550 0602 0601 0610 0633 0644 0660 0662 0690 0601 0602 0610 0660 1811 1530 0132 0340 1035 0801 0801 0804 Occupational Series Title HEALTH PHYSICS PHYSICS CHEMISTRY CHEMISTRY METALLURGY OPERATIONS RESEARCH COMPUTER SCIENCE GENERAL ENGINEERING GENERAL ENGINEERING CIVIL ENGINEERING CIVIL ENGINEERING MECHANICAL ENGINEERING ELECTRICAL ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS TECHNICIAN AEROSPACE ENGINEERING AEROSPACE ENGINEERING CHEMICAL ENGINEERING INDUSTRIAL ENGINEERING GENERAL PHYSICAL SCIENCE COMPUTER SCIENCE MEDICAL OFFICER GENERAL HEALTH SCIENCE NURSE PHYSICAL THERAPIST MEDICAL TECHNOLOGIST PHARMACIST OPTOMETRIST INDUSTRIAL HYGIENE GENERAL HEALTH SCIENCE MEDICAL OFFICER NURSE PHARMACIST CRIMINAL INVESTIGATING STATISTICIAN INTELLIGENCE PROGRAM MANAGEMENT PUBLIC AFFAIRS GENERAL ENGINEERING GENERAL ENGINEERING FIRE PROTECTION ENGINEERING Number Paid 1 2 11 1 4 4 57 75 7 1 1 3 1 120 1 5 1 1 3 1 6 2 4 3 1 3 4 1 1 1 1 2 3 1 1 2 1 1 13 1 1 Total Amount Paid $3,870 $22,048 $31,261 $4,096 $9,146 $32,958 $159,316 $324,349 $65,453 $14,538 $13,319 $10,515 $7,535 $462,058 $2,190 $15,852 $7,389 $16,782 $14,684 $4,501 $28,408 $42,757 $10,792 $6,899 $11,135 $1,066 $29,209 $10,676 $3,973 $11,707 $21,430 $5,969 $18,243 $3,702 $20,270 $9,757 $15,773 $9,316 $89,218 $11,420 $11,505 Defense (continued) YF YF YF YF YF YG YH YH YH YH YH YH YH YJ YJ YJ YJ YK Education GS EJ EJ EJ Energy EK EK EK 66 Retention Incentives Departments Grade or Work Level 04 04 03 04 04 04 04 04 04 04 04 00 00 00 00 00 13 09 13 14 09 10 12 13 15 15 09 11 12 15 07 05 14 15 11 14 14 Department Pay Plan EK EK EN EN EN EN EN EN EN EN EN ES ES ES ES ES GS GS Occ. Series 1301 1301 0801 0801 0801 0801 0801 0840 1301 1301 1306 0301 0301 0340 0340 1811 0028 0080 0080 0080 0084 0084 0084 0084 0132 0201 0301 0301 0301 0301 0303 0318 0340 0340 0343 0343 0401 Occupational Series Title GENERAL PHYSICAL SCIENCE GENERAL PHYSICAL SCIENCE GENERAL ENGINEERING GENERAL ENGINEERING GENERAL ENGINEERING GENERAL ENGINEERING GENERAL ENGINEERING NUCLEAR ENGINEERING GENERAL PHYSICAL SCIENCE GENERAL PHYSICAL SCIENCE HEALTH PHYSICS MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM PROGRAM MANAGEMENT PROGRAM MANAGEMENT CRIMINAL INVESTIGATING ENVIRONMENTAL PROTECTION SPECIALIST SECURITY ADMINISTRATION SECURITY ADMINISTRATION SECURITY ADMINISTRATION NUCLEAR MATERIALS COURIER NUCLEAR MATERIALS COURIER NUCLEAR MATERIALS COURIER NUCLEAR MATERIALS COURIER INTELLIGENCE HUMAN RESOURCES MANAGEMENT MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS CLERK AND ASSISTANT SECRETARY PROGRAM MANAGEMENT PROGRAM MANAGEMENT MANAGEMENT AND PROGRAM ANALYSIS MANAGEMENT AND PROGRAM ANALYSIS GENERAL BIOLOGICAL SCIENCE Number Paid 3 1 3 30 2 1 8 1 9 1 1 1 1 1 3 1 1 1 1 5 16 6 3 2 1 2 1 1 1 1 1 1 2 3 3 3 2 Total Amount Paid $30,143 $12,602 $18,329 $317,266 $22,414 $8,653 $64,958 $6,572 $74,399 $10,873 $12,413 $18,318 $30,415 $10,478 $32,731 $41,283 $8,641 $4,438 $8,888 $49,599 $38,655 $23,650 $6,229 $8,148 $14,622 $26,770 $4,725 $6,063 $7,474 $34,943 $3,952 $2,939 $43,581 $60,043 $16,110 $20,715 $11,379 Energy (continued) GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS 67 Retention Incentives Departments Grade or Work Level 13 11 12 13 14 15 14 14 11 12 13 14 15 15 11 13 14 15 14 15 13 14 13 14 15 13 11 00 00 00 00 00 00 00 01 00 00 00 00 00 00 Department Pay Plan GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0510 0511 0511 0511 0511 0511 0560 0690 0801 0801 0801 0801 0801 0804 0850 0850 0905 0905 1102 1102 1130 1130 1301 1301 1640 2210 3416 0401 0403 0405 0415 0440 0601 0602 0633 0660 0696 0881 1310 1320 1529 Occupational Series Title ACCOUNTING AUDITING AUDITING AUDITING AUDITING AUDITING BUDGET ANALYSIS INDUSTRIAL HYGIENE GENERAL ENGINEERING GENERAL ENGINEERING GENERAL ENGINEERING GENERAL ENGINEERING GENERAL ENGINEERING FIRE PROTECTION ENGINEERING ELECTRICAL ENGINEERING ELECTRICAL ENGINEERING GENERAL ATTORNEY GENERAL ATTORNEY CONTRACTING CONTRACTING PUBLIC UTILITIES SPECIALIST PUBLIC UTILITIES SPECIALIST GENERAL PHYSICAL SCIENCE GENERAL PHYSICAL SCIENCE FACILITY OPERATIONS SERVICES INFORMATION TECHNOLOGY MANAGEMENT TOOLMAKING GENERAL BIOLOGICAL SCIENCE MICROBIOLOGY PHARMACOLOGY TOXICOLOGY GENETICS GENERAL HEALTH SCIENCE MEDICAL OFFICER PHYSICAL THERAPIST PHARMACIST CONSUMER SAFETY PETROLEUM ENGINEERING PHYSICS CHEMISTRY MATHEMATICAL STATISTICIAN Number Paid 1 1 1 4 4 3 1 1 1 2 1 8 2 1 1 3 2 1 2 1 1 1 2 5 1 2 2 9 5 48 4 1 7 74 1 8 1 1 2 11 26 Total Amount Paid $9,629 $4,677 $5,979 $23,332 $29,653 $21,324 $14,259 $10,795 $5,388 $13,080 $6,268 $59,520 $56,382 $20,966 $6,071 $34,339 $22,174 $13,385 $19,256 $20,077 $21,665 $23,647 $19,258 $41,952 $30,888 $14,155 $6 $83,291 $57,176 $335,145 $25,610 $3,219 $120,609 $1,240,878 $287 $75,318 $1,130 $10,761 $62,682 $87,366 $160,788 Energy (continued) GS GS GS GS GS GS GS GS GS GS GS GS GS WG AD AD AD AD AD AD Health and Human Services AD AD AD AD AD AD AD AD 68 Retention Incentives Departments Grade or Work Level 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 00 14 15 11 15 05 06 07 08 09 11 14 15 13 14 15 13 14 15 13 Department Pay Plan ES ES ES ES ES ES ES ES ES ES ES ES ES ES ES ES ES ES ES Occ. Series 0110 0260 0301 0340 0341 0505 0510 0511 0560 0601 0602 0660 0670 0696 0801 0858 0905 0950 1035 1811 2210 0602 0602 0680 0080 0083 0083 0083 0083 0083 0083 0101 0101 0107 0107 0107 0110 0110 0110 0180 ECONOMIST Occupational Series Title Number Paid 1 1 14 6 5 1 1 1 1 5 1 1 1 3 1 1 2 4 1 1 2 9 26 1 3 6 10 33 20 12 11 2 2 1 1 1 5 5 2 2 Total Amount Paid $21,840 $4,255 $393,250 $113,895 $50,684 $10,897 $18,422 $3,180 $21,189 $65,498 $17,853 $8,746 $31,119 $39,623 $24,838 $9,285 $63,825 $92,159 $6,819 $23,003 $26,939 $20,679 $64,900 $915 $77,708 $14,746 $16,834 $137,699 $90,485 $57,628 $53,928 $15,230 $10,406 $3,454 $7,567 $8,763 $38,332 $31,711 $29,010 $19,382 EQUAL EMPLOYMENT OPPORTUNITY MISCELLANEOUS ADMINISTRATION AND PROGRAM PROGRAM MANAGEMENT ADMINISTRATIVE OFFICER FINANCIAL MANAGEMENT ACCOUNTING AUDITING BUDGET ANALYSIS GENERAL HEALTH SCIENCE MEDICAL OFFICER PHARMACIST HEALTH SYSTEM ADMINISTRATION CONSUMER SAFETY GENERAL ENGINEERING BIOMEDICAL ENGINEERING GENERAL ATTORNEY PARALEGAL SPECIALIST PUBLIC AFFAIRS CRIMINAL INVESTIGATING INFORMATION TECHNOLOGY MANAGEMENT MEDICAL OFFICER MEDICAL OFFICER DENTAL OFFICER SECURITY ADMINISTRATION POLICE POLICE POLICE POLICE POLICE POLICE SOCIAL SCIENCE SOCIAL SCIENCE HEALTH INSURANCE ADMINISTRATION HEALTH INSURANCE ADMINISTRATION HEALTH INSURANCE ADMINISTRATION ECONOMIST ECONOMIST ECONOMIST PSYCHOLOGY Health and Human Services (continued) ES ES GP GP GP GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS 69 Retention Incentives Departments Grade or Work Level 13 15 12 13 14 15 06 15 12 15 14 09 12 13 14 15 13 14 15 14 15 12 13 14 15 13 14 13 14 14 13 15 15 14 15 15 15 11 Department Pay Plan GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0201 0260 0301 0301 0301 0301 0303 0340 0341 0341 0342 0343 0343 0343 0343 0343 0401 0401 0401 0403 0403 0405 0405 0405 0405 0413 0413 0415 0415 0440 0501 0501 0505 0510 0510 0511 0560 0601 Occupational Series Title HUMAN RESOURCES MANAGEMENT EQUAL EMPLOYMENT OPPORTUNITY MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS CLERK AND ASSISTANT PROGRAM MANAGEMENT ADMINISTRATIVE OFFICER ADMINISTRATIVE OFFICER SUPPORT SERVICES ADMINISTRATION MANAGEMENT AND PROGRAM ANALYSIS MANAGEMENT AND PROGRAM ANALYSIS MANAGEMENT AND PROGRAM ANALYSIS MANAGEMENT AND PROGRAM ANALYSIS MANAGEMENT AND PROGRAM ANALYSIS GENERAL BIOLOGICAL SCIENCE GENERAL BIOLOGICAL SCIENCE GENERAL BIOLOGICAL SCIENCE MICROBIOLOGY MICROBIOLOGY PHARMACOLOGY PHARMACOLOGY PHARMACOLOGY PHARMACOLOGY PHYSIOLOGY PHYSIOLOGY TOXICOLOGY TOXICOLOGY GENETICS FINANCIAL ADMINISTRATION AND PROGRAM FINANCIAL ADMINISTRATION AND PROGRAM FINANCIAL MANAGEMENT ACCOUNTING ACCOUNTING AUDITING BUDGET ANALYSIS GENERAL HEALTH SCIENCE Number Paid 1 1 1 2 5 16 1 5 1 7 1 1 1 1 2 5 3 11 2 3 4 4 77 82 34 1 1 12 2 1 1 1 1 2 1 1 1 1 Total Amount Paid $2,479 $12,502 $5,642 $26,084 $50,884 $178,664 $820 $38,419 $3,919 $113,582 $6,607 $5,496 $1,050 $15,018 $21,300 $53,568 $13,155 $104,354 $13,656 $21,120 $63,755 $14,617 $550,022 $704,225 $320,020 $5,706 $19,248 $89,695 $12,641 $16,469 $3,072 $14,819 $12,117 $9,644 $17,314 $2,921 $3,857 $2,016 Health and Human Services (continued) GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS 70 Retention Incentives Departments Grade or Work Level 12 13 14 15 13 14 15 11 12 05 07 09 10 11 12 13 14 15 05 06 10 11 07 10 11 04 05 07 07 08 09 10 11 12 10 11 11 12 13 14 11 Department Pay Plan GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0601 0601 0601 0601 0602 0602 0602 0603 0603 0610 0610 0610 0610 0610 0610 0610 0610 0610 0620 0620 0633 0633 0640 0644 0644 0645 0645 0645 0647 0647 0647 0647 0647 0647 0649 0649 0660 0660 0660 0660 0662 Occupational Series Title GENERAL HEALTH SCIENCE GENERAL HEALTH SCIENCE GENERAL HEALTH SCIENCE GENERAL HEALTH SCIENCE MEDICAL OFFICER MEDICAL OFFICER MEDICAL OFFICER PHYSICIANS ASSISTANT PHYSICIANS ASSISTANT NURSE NURSE NURSE NURSE NURSE NURSE NURSE NURSE NURSE PRACTICAL NURSE PRACTICAL NURSE PHYSICAL THERAPIST PHYSICAL THERAPIST HEALTH AID AND TECHNICIAN MEDICAL TECHNOLOGIST MEDICAL TECHNOLOGIST MEDICAL TECHNICIAN MEDICAL TECHNICIAN MEDICAL TECHNICIAN DIAGNOSTIC RADIOLOGIC TECHNOLOGIST DIAGNOSTIC RADIOLOGIC TECHNOLOGIST DIAGNOSTIC RADIOLOGIC TECHNOLOGIST DIAGNOSTIC RADIOLOGIC TECHNOLOGIST DIAGNOSTIC RADIOLOGIC TECHNOLOGIST DIAGNOSTIC RADIOLOGIC TECHNOLOGIST MEDICAL INSTRUMENT TECHNICIAN MEDICAL INSTRUMENT TECHNICIAN PHARMACIST PHARMACIST PHARMACIST PHARMACIST OPTOMETRIST Number Paid 2 1 15 13 4 182 437 7 8 6 11 137 169 93 28 5 2 1 3 16 1 5 1 5 5 1 1 2 4 17 6 4 2 1 3 2 14 5 3 3 6 Total Amount Paid $17,105 $11,092 $200,794 $194,314 $39,880 $1,352,873 $4,461,643 $59,939 $70,593 $8,536 $25,939 $587,079 $814,239 $591,924 $212,632 $57,397 $29,706 $28,919 $395 $58,855 $8,714 $28,942 $8,125 $23,055 $13,920 $905 $862 $3,401 $29,593 $91,355 $26,730 $21,280 $17,041 $8,155 $25,436 $3,993 $86,558 $55,374 $30,014 $28,989 $54,835 Health and Human Services (continued) GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS 71 Retention Incentives Departments Grade or Work Level 12 13 14 07 09 11 12 13 14 15 03 05 06 07 08 09 14 15 12 13 14 15 13 15 12 14 13 14 12 14 15 15 13 13 12 15 12 13 14 15 15 Department Pay Plan GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0662 0668 0668 0671 0671 0680 0680 0680 0680 0680 0681 0681 0681 0682 0682 0682 0685 0685 0696 0696 0696 0696 0701 0701 0801 0801 0855 0855 0858 0905 0905 1035 1082 1084 1101 1101 1102 1102 1102 1102 1301 Occupational Series Title OPTOMETRIST PODIATRIST PODIATRIST HEALTH SYSTEM SPECIALIST HEALTH SYSTEM SPECIALIST DENTAL OFFICER DENTAL OFFICER DENTAL OFFICER DENTAL OFFICER DENTAL OFFICER DENTAL ASSISTANT DENTAL ASSISTANT DENTAL ASSISTANT DENTAL HYGIENE DENTAL HYGIENE DENTAL HYGIENE PUBLIC HEALTH PROGRAM SPECIALIST PUBLIC HEALTH PROGRAM SPECIALIST CONSUMER SAFETY CONSUMER SAFETY CONSUMER SAFETY CONSUMER SAFETY VETERINARY MEDICAL SCIENCE VETERINARY MEDICAL SCIENCE GENERAL ENGINEERING GENERAL ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING BIOMEDICAL ENGINEERING GENERAL ATTORNEY GENERAL ATTORNEY PUBLIC AFFAIRS WRITING AND EDITING VISUAL INFORMATION GENERAL BUSINESS AND INDUSTRY GENERAL BUSINESS AND INDUSTRY CONTRACTING CONTRACTING CONTRACTING CONTRACTING GENERAL PHYSICAL SCIENCE Number Paid 7 4 12 1 1 13 19 8 5 1 1 2 1 1 3 2 1 6 3 11 4 6 2 1 1 1 1 1 1 1 21 4 1 1 1 3 1 2 1 2 1 Total Amount Paid $93,603 $49,270 $179,111 $5,704 $2,881 $93,543 $152,890 $68,211 $47,121 $8,404 $2,950 $1,755 $996 $3,960 $7,473 $12,729 $16,446 $56,753 $5,059 $61,069 $24,128 $63,118 $10,193 $26,529 $16,678 $20,643 $6,736 $12,849 $1,408 $9,824 $283,930 $51,691 $10,792 $18,716 $1,952 $32,812 $5,057 $30,167 $19,331 $22,053 $9,082 Health and Human Services (continued) GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS 72 Retention Incentives Departments Grade or Work Level 14 15 13 14 15 13 15 15 15 12 13 14 15 00 00 00 00 07 00 00 07 09 11 12 13 04 06 07 08 09 10 11 12 14 15 15 15 12 13 13 Department Pay Plan GS GS GS GS GS GS GS GS Occ. Series 1320 1320 1529 1529 1529 1530 1530 1550 1811 2210 2210 2210 2210 0401 0405 1529 0950 5703 0340 1896 0080 0080 0080 0080 0080 0083 0083 0083 0083 0083 0083 0083 0083 0201 0201 0343 0505 0830 0896 1102 CHEMISTRY CHEMISTRY Occupational Series Title Number Paid 6 7 53 62 24 2 2 2 1 2 23 20 19 1 3 1 1 1 1 1 3 49 109 309 268 1 10 20 165 73 42 25 12 1 1 1 1 1 1 1 Total Amount Paid $58,492 $59,628 $336,538 $545,161 $247,702 $17,734 $10,964 $20,991 $16,412 $601 $182,667 $143,080 $210,304 $4,530 $41,585 $12,494 $13,051 $2,879 $27,000 $28,176 $6,390 $89,877 $254,136 $1,501,763 $53,109 $4,581 $13,786 $32,439 $567,854 $268,123 $174,843 $111,517 $66,223 $6,758 $4,972 $24,290 $20,542 $16,145 $9,118 $19,769 MATHEMATICAL STATISTICIAN MATHEMATICAL STATISTICIAN MATHEMATICAL STATISTICIAN STATISTICIAN STATISTICIAN COMPUTER SCIENCE CRIMINAL INVESTIGATING INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT GENERAL BIOLOGICAL SCIENCE PHARMACOLOGY MATHEMATICAL STATISTICIAN PARALEGAL SPECIALIST MOTOR VEHICLE OPERATOR PROGRAM MANAGEMENT CUSTOMS AND BORDER PROTECTION INTERDICTION SECURITY ADMINISTRATION SECURITY ADMINISTRATION SECURITY ADMINISTRATION SECURITY ADMINISTRATION SECURITY ADMINISTRATION POLICE POLICE POLICE POLICE POLICE POLICE POLICE POLICE HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT MANAGEMENT AND PROGRAM ANALYSIS FINANCIAL MANAGEMENT MECHANICAL ENGINEERING INDUSTRIAL ENGINEERING CONTRACTING Health and Human Services (continued) GS GS GS GS GS RS RS RS SL WG ES ES GS GS GS GS GS GS GS GS Homeland Security GS GS GS GS GS GS GS GS GS GS GS GS 73 Retention Incentives Departments Grade or Work Level 15 15 15 00 07 08 10 11 12 13 14 14 15 14 15 10 13 13 14 15 13 14 11 15 12 12 13 12 12 12 13 14 15 13 14 15 14 15 21 Department Homeland Security (continued) Housing and Urban Development Pay Plan GS GS GS ES GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 2101 2210 0301 0340 0083 0083 0083 0083 0083 0201 0201 0201 0201 0301 0301 0318 0340 0340 0340 0340 0341 0401 0460 0510 0802 0810 0810 0830 0850 0881 0881 0881 0881 1102 1170 1170 2210 2210 0905 Occupational Series Title TRANSPORTATION SPECIALIST INFORMATION TECHNOLOGY MANAGEMENT MISCELLANEOUS ADMINISTRATION AND PROGRAM PROGRAM MANAGEMENT POLICE POLICE POLICE POLICE POLICE HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM SECRETARY PROGRAM MANAGEMENT PROGRAM MANAGEMENT PROGRAM MANAGEMENT PROGRAM MANAGEMENT ADMINISTRATIVE OFFICER GENERAL BIOLOGICAL SCIENCE FORESTRY ACCOUNTING ENGINEERING TECHNICIAN CIVIL ENGINEERING CIVIL ENGINEERING MECHANICAL ENGINEERING ELECTRICAL ENGINEERING PETROLEUM ENGINEERING PETROLEUM ENGINEERING PETROLEUM ENGINEERING PETROLEUM ENGINEERING CONTRACTING REALTY REALTY INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT GENERAL ATTORNEY Number Paid 1 2 3 1 9 3 5 1 1 1 1 1 2 1 1 1 1 1 1 1 1 1 1 1 1 1 3 1 1 2 7 4 2 1 1 1 1 1 11 Total Amount Paid $20,280 $28,550 $24,948 $15,095 $77,719 $13,380 $23,404 $6,933 $7,619 $12,525 $19,126 $10,000 $23,163 $22,041 $6,938 $13,523 $8,481 $11,960 $14,091 $4,776 $266 $379 $10,000 $7,846 $3,707 $5,867 $17,276 $6,448 $3,692 $5,804 $52,478 $28,517 $32,183 $19,680 $3,915 $16,510 $2,672 $17,336 $48,025 Interior GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Justice AD 74 Retention Incentives Departments Grade or Work Level 24 25 26 27 28 29 00 00 12 14 09 11 12 13 15 11 13 15 09 14 15 15 13 13 15 15 11 07 09 10 11 07 13 14 15 14 15 11 Department Pay Plan AD AD AD AD AD AD ES ES GS GS GS GS GS GS GS GS GS GS Occ. Series 0905 0905 0905 0905 0905 0905 0301 1811 0132 0132 0201 0201 0201 0201 0201 0301 0301 0301 0318 0341 0341 0343 0391 0511 0560 0602 0603 0610 0610 0610 0610 0620 0660 0855 0855 0856 0905 0950 Occupational Series Title GENERAL ATTORNEY GENERAL ATTORNEY GENERAL ATTORNEY GENERAL ATTORNEY GENERAL ATTORNEY GENERAL ATTORNEY MISCELLANEOUS ADMINISTRATION AND PROGRAM CRIMINAL INVESTIGATING INTELLIGENCE INTELLIGENCE HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM SECRETARY ADMINISTRATIVE OFFICER ADMINISTRATIVE OFFICER MANAGEMENT AND PROGRAM ANALYSIS TELECOMMUNICATIONS AUDITING BUDGET ANALYSIS MEDICAL OFFICER PHYSICIANS ASSISTANT NURSE NURSE NURSE NURSE PRACTICAL NURSE PHARMACIST ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS TECHNICIAN GENERAL ATTORNEY PARALEGAL SPECIALIST Number Paid 7 19 24 18 18 15 1 3 3 1 1 1 3 1 1 1 1 2 1 1 2 1 1 3 1 3 2 1 8 51 5 4 1 1 3 1 2 1 Total Amount Paid $32,977 $93,645 $164,639 $113,253 $132,630 $100,053 $18,915 $28,659 $31,755 $4,622 $9,868 $8,141 $27,450 $9,050 $11,182 $2,826 $13,356 $24,333 $5,155 $3,131 $56,020 $10,102 $3,937 $30,955 $24,837 $38,050 $28,376 $15,552 $120,100 $252,578 $62,957 $14,290 $21,395 $13,916 $47,704 $13,916 $27,345 $5,671 Justice (continued) GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS 75 Retention Incentives Departments Grade or Work Level 06 07 08 09 11 13 14 14 14 14 13 13 13 14 15 10 11 14 09 12 03 04 02 03 04 05 03 04 01 02 03 05 12 13 12 13 14 15 13 14 Department Pay Plan GS GS GS GS GS GS GS GS GS Occ. Series 0986 0986 0986 0986 0986 1035 1082 1515 1520 1550 1810 1811 2210 2210 2210 3603 8852 5823 8852 0140 2510 2510 2880 2880 2880 2880 2882 2882 2884 2884 2884 2884 2210 2210 0301 0301 0340 0340 0391 0391 Occupational Series Title LEGAL ASSISTANCE LEGAL ASSISTANCE LEGAL ASSISTANCE LEGAL ASSISTANCE LEGAL ASSISTANCE PUBLIC AFFAIRS WRITING AND EDITING OPERATIONS RESEARCH MATHEMATICS COMPUTER SCIENCE GENERAL INVESTIGATING CRIMINAL INVESTIGATING INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT MASONRY AIRCRAFT MECHANIC AUTOMOTIVE MECHANIC AIRCRAFT MECHANIC MANPOWER RESEARCH AND ANALYSIS SECURITY OFFICER SECURITY OFFICER INFORMATION MANAGEMENT INFORMATION MANAGEMENT INFORMATION MANAGEMENT INFORMATION MANAGEMENT INFORMATION MANAGEMENT TECHNICAL INFORMATION MANAGEMENT TECHNICAL INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM PROGRAM MANAGEMENT PROGRAM MANAGEMENT TELECOMMUNICATIONS TELECOMMUNICATIONS Number Paid 4 12 20 2 1 1 1 1 1 1 1 1 2 1 3 1 2 1 1 1 4 1 2 207 269 17 45 35 28 131 1 1 8 1 1 1 1 1 6 2 Total Amount Paid $13,005 $50,604 $89,730 $9,301 $5,706 $12,304 $1,193 $10,633 $13,121 $15,506 $13,762 $2,877 $10,310 $15,600 $51,922 $7,635 $17,286 $6,507 $10,259 $10,765 $9,016 $630 $14,463 $1,365,005 $1,746,256 $34,987 $285,762 $216,242 $303,981 $1,172,739 $416 $2,888 $68,107 $12,268 $2,419 $2,877 $3,311 $3,407 $61,475 $28,327 Justice (continued) GS GS GS GS GS GS WG WG WS WS Labor GS FP FP FP FP FP FP FP FP FP FP State FP FP GG GG GS GS GS GS GS GS 76 Retention Incentives Departments Grade or Work Level 15 07 07 05 07 09 11 12 13 09 11 12 13 14 15 00 00 14 15 15 15 13 11 13 14 15 15 13 14 15 00 00 00 00 00 00 00 00 12 15 Department Pay Plan GS GS GS GS GS GS GS Occ. Series 0391 0530 0962 0967 0967 0967 0967 0967 0967 2210 2210 2210 2210 2210 2210 0340 2121 0201 0340 0801 0830 0905 1102 1170 2101 2101 2121 2210 2210 2210 0260 0340 0340 0340 0340 0505 1102 1811 0110 0132 Occupational Series Title TELECOMMUNICATIONS CASH PROCESSING CONTACT REPRESENTATIVE PASSPORT AND VISA EXAMINING PASSPORT AND VISA EXAMINING PASSPORT AND VISA EXAMINING PASSPORT AND VISA EXAMINING PASSPORT AND VISA EXAMINING PASSPORT AND VISA EXAMINING INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT PROGRAM MANAGEMENT RAILROAD SAFETY HUMAN RESOURCES MANAGEMENT PROGRAM MANAGEMENT GENERAL ENGINEERING MECHANICAL ENGINEERING GENERAL ATTORNEY CONTRACTING REALTY TRANSPORTATION SPECIALIST TRANSPORTATION SPECIALIST RAILROAD SAFETY INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT EQUAL EMPLOYMENT OPPORTUNITY PROGRAM MANAGEMENT PROGRAM MANAGEMENT PROGRAM MANAGEMENT PROGRAM MANAGEMENT FINANCIAL MANAGEMENT CONTRACTING CRIMINAL INVESTIGATING ECONOMIST INTELLIGENCE Number Paid 3 1 4 2 18 7 41 10 4 7 19 37 134 71 33 2 1 1 1 1 1 1 1 1 1 1 1 3 1 1 1 16 1 1 1 1 2 1 9 1 Total Amount Paid $53,761 $1,400 $5,057 $1,738 $19,375 $6,652 $66,225 $19,485 $10,449 $12,000 $62,909 $229,617 $1,192,939 $758,242 $280,779 $53,779 $3,058 $8,112 $34,683 $36,075 $12,809 $10,500 $9,226 $25,658 $30,107 $26,788 $16,015 $36,170 $25,020 $17,484 $3,726 $158,811 $3,107 $34,027 $34,027 $1,873 $29,094 $33,376 $20,546 $28,672 State (continued) GS GS GS GS GS GS GS GS ES ES GS GS GS GS GS Transportation GS GS GS GS GS GS GS GS ES ES ES ES ES Treasury ES ES ES GS GS 77 Retention Incentives Departments Grade or Work Level 13 14 15 14 15 14 14 15 12 14 14 14 14 15 15 15 13 13 13 15 15 12 14 13 11 12 13 14 15 01 01 00 00 00 11 12 13 Department Pay Plan GS GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0301 0301 0301 0340 0340 0343 0343 0343 0501 0501 0510 0510 0510 0510 0510 0510 0511 0511 0511 0905 0987 1529 1801 1811 2210 2210 2210 2210 2210 0340 1035 0301 0670 2210 0018 0018 0018 Occupational Series Title MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM PROGRAM MANAGEMENT PROGRAM MANAGEMENT MANAGEMENT AND PROGRAM ANALYSIS MANAGEMENT AND PROGRAM ANALYSIS MANAGEMENT AND PROGRAM ANALYSIS FINANCIAL ADMINISTRATION AND PROGRAM FINANCIAL ADMINISTRATION AND PROGRAM ACCOUNTING ACCOUNTING ACCOUNTING ACCOUNTING ACCOUNTING ACCOUNTING AUDITING AUDITING AUDITING GENERAL ATTORNEY TAX LAW SPECIALIST MATHEMATICAL STATISTICIAN GENERAL INSPECTION CRIMINAL INVESTIGATING INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT PROGRAM MANAGEMENT PUBLIC AFFAIRS MISCELLANEOUS ADMINISTRATION AND PROGRAM HEALTH SYSTEM ADMINISTRATION INFORMATION TECHNOLOGY MANAGEMENT SAFETY AND OCCUPATIONAL HEALTH MANAGEMENT SAFETY AND OCCUPATIONAL HEALTH MANAGEMENT SAFETY AND OCCUPATIONAL HEALTH MANAGEMENT Number Paid 1 1 1 1 5 2 2 3 1 2 1 1 1 1 1 2 1 1 1 1 1 1 1 1 1 3 9 9 2 2 1 2 1 1 1 1 2 Total Amount Paid $4,977 $7,106 $11,183 $1,183 $58,623 $25,906 $35,086 $90,100 $2,035 $25,201 $10,422 $16,950 $4,652 $21,479 $4,618 $14,990 $22,336 $9,069 $9,589 $6,531 $35,868 $2,200 $28,720 $26,250 $2,000 $5,983 $54,157 $89,396 $27,962 $34,951 $28,663 $9,587 $18,172 $634 $383 $9,593 $18,857 Treasury (continued) GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS IR IR ES ES ES Veterans Affairs GS GS GS 78 Retention Incentives Departments Grade or Work Level 09 13 07 09 11 12 13 07 05 06 07 08 09 10 11 12 13 09 12 07 08 13 11 13 14 15 07 09 09 11 12 13 14 08 11 12 13 14 05 07 14 Department Pay Plan GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0019 0060 0080 0080 0080 0080 0080 0081 0083 0083 0083 0083 0083 0083 0083 0083 0083 0101 0101 0102 0102 0110 0180 0180 0180 0180 0181 0181 0185 0185 0185 0185 0185 0187 0201 0201 0201 0201 0203 0203 0260 Occupational Series Title SAFETY TECHNICIAN CHAPLAIN SECURITY ADMINISTRATION SECURITY ADMINISTRATION SECURITY ADMINISTRATION SECURITY ADMINISTRATION SECURITY ADMINISTRATION FIRE PROTECTION AND PREVENTION POLICE POLICE POLICE POLICE POLICE POLICE POLICE POLICE POLICE SOCIAL SCIENCE SOCIAL SCIENCE SOCIAL SCIENCE AID AND TECHNICIAN SOCIAL SCIENCE AID AND TECHNICIAN ECONOMIST PSYCHOLOGY PSYCHOLOGY PSYCHOLOGY PSYCHOLOGY PSYCHOLOGY AID AND TECHNICIAN PSYCHOLOGY AID AND TECHNICIAN SOCIAL WORK SOCIAL WORK SOCIAL WORK SOCIAL WORK SOCIAL WORK SOCIAL SERVICES HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES ASSISTANCE HUMAN RESOURCES ASSISTANCE EQUAL EMPLOYMENT OPPORTUNITY Number Paid 1 1 1 2 6 3 2 1 13 257 118 30 24 2 4 1 2 1 1 1 1 1 1 11 1 1 1 2 7 51 36 10 2 2 2 10 13 11 1 1 1 Total Amount Paid $63 $1,476 $3,286 $6,934 $12,423 $14,927 $20,106 $6,307 $11,024 $621,584 $378,984 $84,939 $102,399 $8,450 $16,997 $6,202 $5,710 $115 $3,264 $1,454 $3,210 $5,607 $108 $94,005 $7,281 $3,264 $3,456 $4,569 $15,253 $162,671 $151,275 $43,257 $12,147 $9,929 $5,777 $42,920 $76,718 $136,535 $1,344 $973 $3,736 Veterans Affairs (continued) GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS 79 Retention Incentives Departments Grade or Work Level 05 07 09 11 12 13 14 15 05 06 07 08 06 09 10 13 08 12 13 14 15 11 12 13 09 11 12 13 14 15 08 09 11 12 15 11 Department Pay Plan GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0301 0301 0301 0301 0301 0301 0301 0301 0303 0303 0303 0303 0318 0318 0332 0332 0335 0340 0340 0340 0340 0341 0341 0341 0343 0343 0343 0343 0343 0343 0344 0391 0391 0392 0440 0501 Occupational Series Title MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS CLERK AND ASSISTANT MISCELLANEOUS CLERK AND ASSISTANT MISCELLANEOUS CLERK AND ASSISTANT MISCELLANEOUS CLERK AND ASSISTANT SECRETARY SECRETARY COMPUTER OPERATION COMPUTER OPERATION COMPUTER CLERK AND ASSISTANT PROGRAM MANAGEMENT PROGRAM MANAGEMENT PROGRAM MANAGEMENT PROGRAM MANAGEMENT ADMINISTRATIVE OFFICER ADMINISTRATIVE OFFICER ADMINISTRATIVE OFFICER MANAGEMENT AND PROGRAM ANALYSIS MANAGEMENT AND PROGRAM ANALYSIS MANAGEMENT AND PROGRAM ANALYSIS MANAGEMENT AND PROGRAM ANALYSIS MANAGEMENT AND PROGRAM ANALYSIS MANAGEMENT AND PROGRAM ANALYSIS MANAGEMENT PROGRAM CLERICAL ASSIST TELECOMMUNICATIONS TELECOMMUNICATIONS GENERAL TELECOMMUNICATIONS GENETICS FINANCIAL ADMINISTRATION AND PROGRAM Number Paid 1 1 2 5 6 10 4 3 1 20 16 2 1 1 2 2 1 3 6 5 3 1 4 5 1 2 3 5 5 2 1 1 1 1 1 1 Total Amount Paid $2,083 $3,705 $4,254 $17,348 $43,717 $80,578 $43,704 $55,383 $344 $23,729 $18,109 $7,702 $4,416 $13,458 $4,418 $12,365 $1,764 $16,209 $36,659 $75,484 $44,826 $920 $30,939 $58,477 $7,008 $7,328 $11,597 $49,346 $21,919 $45,474 $10,942 $5,033 $6,486 $2,542 $8,224 $6,926 Veterans Affairs (continued) GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS 80 Retention Incentives Departments Grade or Work Level 13 15 13 14 15 12 15 11 12 13 07 07 08 09 10 11 12 13 14 15 03 04 05 06 07 03 04 05 06 04 05 06 07 08 09 12 13 09 10 11 12 Department Pay Plan GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0501 0501 0505 0505 0505 0510 0510 0560 0560 0560 0561 0601 0601 0601 0601 0601 0601 0601 0601 0601 0620 0620 0620 0620 0620 0621 0621 0621 0621 0622 0622 0622 0622 0622 0622 0630 0630 0631 0631 0631 0631 Occupational Series Title FINANCIAL ADMINISTRATION AND PROGRAM FINANCIAL ADMINISTRATION AND PROGRAM FINANCIAL MANAGEMENT FINANCIAL MANAGEMENT FINANCIAL MANAGEMENT ACCOUNTING ACCOUNTING BUDGET ANALYSIS BUDGET ANALYSIS BUDGET ANALYSIS BUDGET CLERICAL AND ASSISTANCE GENERAL HEALTH SCIENCE GENERAL HEALTH SCIENCE GENERAL HEALTH SCIENCE GENERAL HEALTH SCIENCE GENERAL HEALTH SCIENCE GENERAL HEALTH SCIENCE GENERAL HEALTH SCIENCE GENERAL HEALTH SCIENCE GENERAL HEALTH SCIENCE PRACTICAL NURSE PRACTICAL NURSE PRACTICAL NURSE PRACTICAL NURSE PRACTICAL NURSE NURSING ASSISTANT NURSING ASSISTANT NURSING ASSISTANT NURSING ASSISTANT MEDICAL SUPPLY AIDE AND TECHNICIAN MEDICAL SUPPLY AIDE AND TECHNICIAN MEDICAL SUPPLY AIDE AND TECHNICIAN MEDICAL SUPPLY AIDE AND TECHNICIAN MEDICAL SUPPLY AIDE AND TECHNICIAN MEDICAL SUPPLY AIDE AND TECHNICIAN DIETITIAN AND NUTRITIONIST DIETITIAN AND NUTRITIONIST OCCUPATIONAL THERAPIST OCCUPATIONAL THERAPIST OCCUPATIONAL THERAPIST OCCUPATIONAL THERAPIST Number Paid 1 1 3 15 3 1 1 1 3 4 1 6 51 51 14 39 12 12 4 2 17 101 275 814 54 3 58 463 192 5 4 10 6 2 1 1 1 3 4 27 2 Total Amount Paid $17,160 $8,035 $17,608 $232,677 $51,152 $1,536 $2,981 $3,072 $38,484 $23,227 $11,659 $22,659 $265,320 $285,169 $86,162 $260,136 $141,281 $114,199 $56,371 $62,214 $7,757 $93,593 $420,318 $1,985,768 $156,640 $368 $92,831 $897,563 $476,105 $2,944 $11,225 $22,417 $21,132 $3,108 $6,378 $2,621 $8,760 $4,162 $31,893 $54,312 $10,597 Veterans Affairs (continued) GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS 81 Retention Incentives Departments Grade or Work Level 09 10 11 12 10 11 06 07 08 11 04 05 06 07 08 09 10 07 09 10 11 07 09 10 11 12 13 04 05 06 07 08 07 08 09 11 05 06 07 08 09 Department Pay Plan GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0633 0633 0633 0633 0635 0635 0636 0636 0636 0638 0640 0640 0640 0640 0640 0640 0640 0642 0642 0642 0642 0644 0644 0644 0644 0644 0644 0645 0645 0645 0645 0645 0646 0646 0646 0646 0647 0647 0647 0647 0647 Occupational Series Title PHYSICAL THERAPIST PHYSICAL THERAPIST PHYSICAL THERAPIST PHYSICAL THERAPIST CORRECTIVE THERAPIST CORRECTIVE THERAPIST REHABILITATION THERAPY ASSISTANT REHABILITATION THERAPY ASSISTANT REHABILITATION THERAPY ASSISTANT RECREATION/CREATIVE ARTS THERAPIST HEALTH AID AND TECHNICIAN HEALTH AID AND TECHNICIAN HEALTH AID AND TECHNICIAN HEALTH AID AND TECHNICIAN HEALTH AID AND TECHNICIAN HEALTH AID AND TECHNICIAN HEALTH AID AND TECHNICIAN NUCLEAR MEDICINE TECHNICIAN NUCLEAR MEDICINE TECHNICIAN NUCLEAR MEDICINE TECHNICIAN NUCLEAR MEDICINE TECHNICIAN MEDICAL TECHNOLOGIST MEDICAL TECHNOLOGIST MEDICAL TECHNOLOGIST MEDICAL TECHNOLOGIST MEDICAL TECHNOLOGIST MEDICAL TECHNOLOGIST MEDICAL TECHNICIAN MEDICAL TECHNICIAN MEDICAL TECHNICIAN MEDICAL TECHNICIAN MEDICAL TECHNICIAN PATHOLOGY TECHNICIAN PATHOLOGY TECHNICIAN PATHOLOGY TECHNICIAN PATHOLOGY TECHNICIAN DIAGNOSTIC RADIOLOGIC TECHNOLOGIST DIAGNOSTIC RADIOLOGIC TECHNOLOGIST DIAGNOSTIC RADIOLOGIC TECHNOLOGIST DIAGNOSTIC RADIOLOGIC TECHNOLOGIST DIAGNOSTIC RADIOLOGIC TECHNOLOGIST Number Paid 2 30 35 4 1 1 1 5 1 1 1 42 64 41 7 4 1 1 5 6 1 1 132 13 32 12 5 1 16 11 7 2 10 4 2 1 22 114 201 222 144 Total Amount Paid $6,378 $131,167 $110,969 $33,466 $7,250 $397 $1,920 $8,197 $1,340 $14,657 $792 $70,317 $109,789 $182,844 $44,972 $33,245 $6,238 $4,181 $32,604 $35,154 $5,018 $867 $503,990 $58,729 $103,042 $86,714 $51,786 $637 $32,282 $33,299 $30,334 $5,078 $33,291 $9,984 $7,747 $18,185 $44,277 $322,683 $713,926 $938,940 $729,779 Veterans Affairs (continued) GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS 82 Retention Incentives Departments Grade or Work Level 10 11 12 13 06 08 09 10 11 12 05 06 07 08 09 10 11 05 07 08 09 10 11 12 13 14 15 03 05 06 07 09 12 13 14 12 13 05 07 10 11 Department Pay Plan GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0647 0647 0647 0647 0648 0648 0648 0648 0648 0648 0649 0649 0649 0649 0649 0649 0649 0651 0651 0651 0651 0651 0660 0660 0660 0660 0660 0661 0661 0661 0661 0661 0665 0665 0665 0667 0667 0669 0669 0669 0669 Occupational Series Title DIAGNOSTIC RADIOLOGIC TECHNOLOGIST DIAGNOSTIC RADIOLOGIC TECHNOLOGIST DIAGNOSTIC RADIOLOGIC TECHNOLOGIST DIAGNOSTIC RADIOLOGIC TECHNOLOGIST THERAPEUTIC RADIOLOGIC TECHNOLOGIST THERAPEUTIC RADIOLOGIC TECHNOLOGIST THERAPEUTIC RADIOLOGIC TECHNOLOGIST THERAPEUTIC RADIOLOGIC TECHNOLOGIST THERAPEUTIC RADIOLOGIC TECHNOLOGIST THERAPEUTIC RADIOLOGIC TECHNOLOGIST MEDICAL INSTRUMENT TECHNICIAN MEDICAL INSTRUMENT TECHNICIAN MEDICAL INSTRUMENT TECHNICIAN MEDICAL INSTRUMENT TECHNICIAN MEDICAL INSTRUMENT TECHNICIAN MEDICAL INSTRUMENT TECHNICIAN MEDICAL INSTRUMENT TECHNICIAN RESPIRATORY THERAPIST RESPIRATORY THERAPIST RESPIRATORY THERAPIST RESPIRATORY THERAPIST RESPIRATORY THERAPIST PHARMACIST PHARMACIST PHARMACIST PHARMACIST PHARMACIST PHARMACY TECHNICIAN PHARMACY TECHNICIAN PHARMACY TECHNICIAN PHARMACY TECHNICIAN PHARMACY TECHNICIAN SPEECH PATHOLOGY AND AUDIOLOGY SPEECH PATHOLOGY AND AUDIOLOGY SPEECH PATHOLOGY AND AUDIOLOGY ORTHOTIST AND PROSTHETIST ORTHOTIST AND PROSTHETIST MEDICAL RECORDS ADMINISTRATION MEDICAL RECORDS ADMINISTRATION MEDICAL RECORDS ADMINISTRATION MEDICAL RECORDS ADMINISTRATION Number Paid 37 31 15 3 2 24 8 14 9 1 1 8 14 85 56 12 4 1 2 2 1 1 153 144 70 23 28 1 9 5 3 1 1 1 1 1 2 2 1 1 3 Total Amount Paid $204,903 $198,274 $185,864 $42,060 $22,258 $167,242 $67,714 $151,130 $116,138 $21,154 $2,678 $31,817 $77,584 $565,619 $410,560 $119,445 $25,459 $3,203 $15,866 $29,869 $5,574 $6,220 $626,019 $581,072 $444,256 $322,358 $478,721 $74 $30,628 $10,666 $18,770 $106 $15,371 $7,394 $27,581 $17,098 $12,722 $8,899 $1,179 $7,645 $40,589 Veterans Affairs (continued) GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS 83 Retention Incentives Departments Grade or Work Level 12 13 14 06 14 15 12 13 14 15 11 12 13 14 05 07 08 09 04 05 06 07 08 09 05 06 06 07 08 09 09 11 12 14 12 14 15 11 12 13 14 Department Pay Plan GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0669 0669 0669 0670 0670 0670 0671 0671 0671 0671 0672 0673 0673 0673 0675 0675 0675 0675 0679 0679 0679 0679 0679 0679 0681 0681 0682 0682 0682 0682 0683 0690 0690 0690 0701 0701 0701 0801 0801 0801 0801 Occupational Series Title MEDICAL RECORDS ADMINISTRATION MEDICAL RECORDS ADMINISTRATION MEDICAL RECORDS ADMINISTRATION HEALTH SYSTEM ADMINISTRATION HEALTH SYSTEM ADMINISTRATION HEALTH SYSTEM ADMINISTRATION HEALTH SYSTEM SPECIALIST HEALTH SYSTEM SPECIALIST HEALTH SYSTEM SPECIALIST HEALTH SYSTEM SPECIALIST PROSTHETIC REPRESENTATIVE HOSPITAL HOUSEKEEPING MANAGEMENT HOSPITAL HOUSEKEEPING MANAGEMENT HOSPITAL HOUSEKEEPING MANAGEMENT MEDICAL RECORDS TECHNICIAN MEDICAL RECORDS TECHNICIAN MEDICAL RECORDS TECHNICIAN MEDICAL RECORDS TECHNICIAN MEDICAL SUPPORT ASSISTANCE MEDICAL SUPPORT ASSISTANCE MEDICAL SUPPORT ASSISTANCE MEDICAL SUPPORT ASSISTANCE MEDICAL SUPPORT ASSISTANCE MEDICAL SUPPORT ASSISTANCE DENTAL ASSISTANT DENTAL ASSISTANT DENTAL HYGIENE DENTAL HYGIENE DENTAL HYGIENE DENTAL HYGIENE DENTAL LABORATORY AID AND TECHNICIAN INDUSTRIAL HYGIENE INDUSTRIAL HYGIENE INDUSTRIAL HYGIENE VETERINARY MEDICAL SCIENCE VETERINARY MEDICAL SCIENCE VETERINARY MEDICAL SCIENCE GENERAL ENGINEERING GENERAL ENGINEERING GENERAL ENGINEERING GENERAL ENGINEERING Number Paid 4 3 1 1 4 2 2 17 2 1 1 1 1 1 1 11 2 1 2 116 11 2 6 1 8 12 2 6 10 8 1 1 2 1 1 2 1 1 2 8 8 Total Amount Paid $33,962 $25,160 $681 $278 $36,603 $10,991 $1,504 $205,708 $15,954 $29,248 $4,250 $3,264 $9,460 $17,426 $1,190 $69,300 $10,740 $3,480 $2,453 $175,800 $12,546 $942 $6,536 $1,632 $47,278 $36,973 $12,324 $14,817 $80,851 $32,943 $4,150 $14,563 $17,733 $393 $437 $31,104 $26,541 $2,066 $10,894 $79,081 $101,934 Veterans Affairs (continued) GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS 84 Retention Incentives Departments Grade or Work Level 09 10 11 12 13 12 14 13 11 12 13 11 11 12 09 13 13 12 13 07 12 13 14 12 13 06 14 15 13 12 13 14 13 09 13 14 15 12 12 13 12 Department Pay Plan GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0802 0802 0802 0802 0803 0808 0810 0854 0858 0858 0858 0904 0905 0905 0998 1035 1082 1083 1083 1087 1101 1101 1101 1102 1102 1105 1170 1170 1301 1306 1306 1306 1310 1320 1320 1320 1320 1529 1530 1530 1630 Occupational Series Title ENGINEERING TECHNICIAN ENGINEERING TECHNICIAN ENGINEERING TECHNICIAN ENGINEERING TECHNICIAN SAFETY ENGINEERING ARCHITECTURE CIVIL ENGINEERING COMPUTER ENGINEERING BIOMEDICAL ENGINEERING BIOMEDICAL ENGINEERING BIOMEDICAL ENGINEERING LAW CLERK GENERAL ATTORNEY GENERAL ATTORNEY CLAIMS ASSISTANCE AND EXAMINING PUBLIC AFFAIRS WRITING AND EDITING TECHNICAL WRITING AND EDITING TECHNICAL WRITING AND EDITING EDITORIAL ASSISTANCE GENERAL BUSINESS AND INDUSTRY GENERAL BUSINESS AND INDUSTRY GENERAL BUSINESS AND INDUSTRY CONTRACTING CONTRACTING PURCHASING REALTY REALTY GENERAL PHYSICAL SCIENCE HEALTH PHYSICS HEALTH PHYSICS HEALTH PHYSICS PHYSICS CHEMISTRY CHEMISTRY CHEMISTRY CHEMISTRY MATHEMATICAL STATISTICIAN STATISTICIAN STATISTICIAN CEMETERY ADMINISTRATION SERVICES Number Paid 3 8 13 4 1 2 1 1 2 3 3 1 1 1 1 1 1 1 1 1 1 1 1 3 1 2 1 1 1 1 9 1 2 1 1 1 1 3 1 1 2 Total Amount Paid $10,733 $35,910 $76,172 $41,550 $5,645 $27,432 $5,896 $22,443 $9,750 $14,363 $18,927 $996 $3,320 $996 $1,891 $11,665 $16,051 $5,711 $6,230 $6,280 $2,880 $23,320 $18,966 $16,350 $5,074 $4,738 $3,889 $1,824 $23,245 $4,950 $115,528 $672 $44,302 $5,434 $24,226 $28,767 $30,979 $2,363 $1,912 $2,475 $1,722 Veterans Affairs (continued) GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS 85 Retention Incentives Departments Grade or Work Level 12 13 09 11 15 11 11 13 09 12 07 05 09 11 12 13 13 14 15 10 13 10 02 10 08 11 07 04 10 11 09 Department Pay Plan GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 1640 1640 1811 1811 1811 2001 2003 2003 2010 2010 2102 2210 2210 2210 2210 2210 2210 2210 2210 2604 2606 2805 3566 4742 4805 4805 5703 6907 2604 4701 7404 Occupational Series Title FACILITY OPERATIONS SERVICES FACILITY OPERATIONS SERVICES CRIMINAL INVESTIGATING CRIMINAL INVESTIGATING CRIMINAL INVESTIGATING GENERAL SUPPLY SUPPLY PROGRAM MANAGEMENT SUPPLY PROGRAM MANAGEMENT INVENTORY MANAGEMENT INVENTORY MANAGEMENT TRANSPORTATION CLERK AND ASSISTANT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT ELECTRONICS MECHANIC ELECTRONIC INDUSTRIAL CONTROLS MECHANIC ELECTRICIAN CUSTODIAL WORKER UTILITY SYSTEMS REPAIRER-OPERATOR MEDICAL EQUIPMENT REPAIRING MEDICAL EQUIPMENT REPAIRING MOTOR VEHICLE OPERATOR MATERIALS HANDLER ELECTRONICS MECHANIC MISC GENERAL MAINTENANCE OPERATIONS COOK Number Paid 2 1 3 4 1 2 1 2 3 1 1 1 1 3 23 2 83 26 7 1 1 1 1 4 1 5 1 1 1 1 1 Total Amount Paid $12,964 $9,711 $1,274 $27,891 $26,790 $22,121 $709 $22,199 $7,094 $3,066 $1,860 $3,101 $9,418 $19,088 $195,328 $17,558 $733,169 $315,972 $63,850 $3,978 $13,000 $924 $110 $4,180 $3,824 $6,205 $548 $258 $12,953 $5,813 $7,388 Veterans Affairs (continued) GS GS GS GS WG WG WG WG WG WG WG WG WG WS WS WS 86 Retention Incentives Independent Agencies Grade or Work Level 15 00 13 14 14 15 15 11 12 14 00 14 15 13 14 15 15 15 14 13 15 15 V 00 00 00 00 00 00 00 00 Total Amount Paid 1 1 1 2 13 10 1 1 1 1 1 1 1 1 1 1 1 1 1 3 1 1 1 1 1 1 1 1 1 1 1 $28,677 $17,789 $8,313 $20,755 $94,934 $85,583 $25,164 $2,825 $4,659 $8,742 $35,941 $19,861 $25,159 $3,701 $925 $10,767 $31,731 $24,881 $17,338 $38,607 $14,146 $12,282 $9,373 $24,672 $41,134 $25,182 $24,672 $24,672 $5,583 $1,705 $24,672 Independent Agency African Development Foundation Pay Plan GS SL GS GS Occ. Series 0505 0301 0391 0391 2210 2210 0510 0318 0318 2210 0301 0028 0028 0301 0301 0301 0401 0511 0854 2210 2210 2210 0905 0301 0301 0340 0340 0340 0340 0905 0905 Occupational Series Title FINANCIAL MANAGEMENT MISCELLANEOUS ADMINISTRATION AND PROGRAM TELECOMMUNICATIONS TELECOMMUNICATIONS INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT ACCOUNTING SECRETARY SECRETARY INFORMATION TECHNOLOGY MANAGEMENT MISCELLANEOUS ADMINISTRATION AND PROGRAM ENVIRONMENTAL PROTECTION SPECIALIST ENVIRONMENTAL PROTECTION SPECIALIST MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM GENERAL BIOLOGICAL SCIENCE AUDITING COMPUTER ENGINEERING INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT GENERAL ATTORNEY MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM PROGRAM MANAGEMENT PROGRAM MANAGEMENT PROGRAM MANAGEMENT PROGRAM MANAGEMENT GENERAL ATTORNEY GENERAL ATTORNEY Number Paid Agency for International Development GS GS Broadcasting Board of Governors GS GS Defense Nuclear Facilities Safety Board GS GS ES GS GS GS GS Environmental Protection Agency GS GS GS GS GS GS GS Federal Election Commission EX ES ES ES Federal Energy Regulatory Commission ES ES ES ES ES 87 Retention Incentives Independent Agencies Grade or Work Level 00 14 13 14 14 13 15 15 13 15 15 13 15 00 15 00 13 15 15 14 14 12 15 13 14 13 14 14 15 00 00 00 00 13 Total Amount Paid 1 1 1 1 1 1 1 1 1 2 1 1 11 1 2 1 1 1 1 2 1 1 1 1 3 1 3 7 2 1 1 1 1 1 $20,722 $10,512 $10,831 $26,413 $302 $16,680 $13,104 $13,050 $17,070 $11,527 $6,643 $6,065 $127,701 $2,937 $18,000 $13,932 $7,690 $27,712 $17,536 $11,329 $6,621 $3,258 $11,945 $3,068 $38,286 $3,262 $33,406 $92,578 $32,159 $31,500 $31,500 $31,500 $41,300 $20,455 Independent Agency Pay Plan ES GS GS GS GS GS Occ. Series 0905 0201 0301 0301 0341 0501 0505 0560 0830 0850 0905 1101 1101 1101 0905 0340 0201 0201 0340 0501 0804 0850 1101 1102 1170 2210 2210 2210 2210 0301 0301 1410 0301 0201 Occupational Series Title GENERAL ATTORNEY HUMAN RESOURCES MANAGEMENT MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM ADMINISTRATIVE OFFICER FINANCIAL ADMINISTRATION AND PROGRAM FINANCIAL MANAGEMENT BUDGET ANALYSIS MECHANICAL ENGINEERING ELECTRICAL ENGINEERING GENERAL ATTORNEY GENERAL BUSINESS AND INDUSTRY GENERAL BUSINESS AND INDUSTRY GENERAL BUSINESS AND INDUSTRY GENERAL ATTORNEY PROGRAM MANAGEMENT HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT PROGRAM MANAGEMENT FINANCIAL ADMINISTRATION AND PROGRAM FIRE PROTECTION ENGINEERING ELECTRICAL ENGINEERING GENERAL BUSINESS AND INDUSTRY CONTRACTING REALTY INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT MISCELLANEOUS ADMINISTRATION AND PROGRAM MISCELLANEOUS ADMINISTRATION AND PROGRAM LIBRARIAN MISCELLANEOUS ADMINISTRATION AND PROGRAM HUMAN RESOURCES MANAGEMENT Number Paid Federal Energy Regulatory Commission (continued) GS GS GS GS GS GS GS SL Federal Trade Commission GS ES GS GS GS GS GS GS General Services Administration GS GS GS GS GS GS GS SL Library of Congress SL SL National Aeronautics and Space Administration ES GS 88 Retention Incentives Independent Agencies Grade or Work Level 15 14 13 15 00 15 15 15 15 15 15 15 14 15 00 13 14 00 13 13 12 09 12 13 15 12 15 00 00 00 00 00 00 00 00 11 Total Amount Paid 3 1 1 1 1 1 1 1 1 1 1 1 1 2 1 1 2 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 $43,329 $28,447 $13,954 $29,739 $13,318 $14,837 $22,770 $34,780 $22,770 $19,853 $16,998 $6,834 $20,945 $13,860 $16,399 $8,633 $16,993 $16,115 $2,781 $6,778 $6,938 $2,617 $9,965 $2,398 $29,739 $19,338 $42,000 $22,800 $22,463 $22,800 $22,800 $16,720 $22,800 $30,400 $34,960 $6,040 Independent Agency National Aeronautics and Space Administration (continued) Pay Plan GS GS GS GS ES GS Occ. Series 0801 0830 0861 0905 0301 0854 1001 1102 1421 2210 0020 1035 1015 0241 0905 1101 1101 1101 0301 2210 0018 0437 0856 1010 1015 1035 1310 0080 0080 0340 0340 0560 0801 1330 1330 0610 Occupational Series Title GENERAL ENGINEERING MECHANICAL ENGINEERING AEROSPACE ENGINEERING GENERAL ATTORNEY MISCELLANEOUS ADMINISTRATION AND PROGRAM COMPUTER ENGINEERING GENERAL ARTS AND INFORMATION CONTRACTING ARCHIVES TECHNICIAN INFORMATION TECHNOLOGY MANAGEMENT COMMUNITY PLANNING PUBLIC AFFAIRS MUSEUM CURATOR MEDIATION GENERAL ATTORNEY GENERAL BUSINESS AND INDUSTRY GENERAL BUSINESS AND INDUSTRY GENERAL BUSINESS AND INDUSTRY MISCELLANEOUS ADMINISTRATION AND PROGRAM INFORMATION TECHNOLOGY MANAGEMENT SAFETY AND OCCUPATIONAL HEALTH MANAGEMENT HORTICULTURE ELECTRONICS TECHNICIAN EXHIBITS SPECIALIST MUSEUM CURATOR PUBLIC AFFAIRS PHYSICS SECURITY ADMINISTRATION SECURITY ADMINISTRATION PROGRAM MANAGEMENT PROGRAM MANAGEMENT BUDGET ANALYSIS GENERAL ENGINEERING ASTRONOMY AND SPACE SCIENCE ASTRONOMY AND SPACE SCIENCE NURSE Number Paid National Archives and Records Administration GS GS GS GS GS GS GS GS ES GS National Capital Planning Commission National Gallery of Art National Mediation Board Office of Personnel Management Overseas Private Investment Corporation Railroad Retirement Board Selective Service System GS SL GS GS GS GS GS GS GS GS GS Smithsonian Institution SL SL SL SL SL SL SL ST Social Security Administration GS 89 Retention Incentives Independent Agencies Grade or Work Level 12 14 Total Amount Paid 1 1 $6,146 $7,874 Independent Agency Social Security Administration (continued) Pay Plan GS GS Occ. Series 1035 2210 Occupational Series Title PUBLIC AFFAIRS INFORMATION TECHNOLOGY MANAGEMENT Number Paid 90 Attachment 3 PAY PLAN DEFINITIONS Administratively determined rates, not elsewhere specified Demonstration administrative—DOD Demonstration engineers and scientists—DOD Demonstration engineers and scientists technician—DOD Demonstration administrative—DOD Demonstration general support—DOD Demonstration professional—Department of the Navy Demonstration Air Force scientist and engineer Demonstration specialist—Department of the Navy Department of Energy Organization Act excepted service National Defense Authorization Act of 1995—Department of Energy excepted service National Nuclear Security Administration excepted service Defense Intelligence Senior Executive Service Senior Executive Service Executive pay Foreign Service Personnel Grades similar to General Schedule GS Physicians and dentists receiving title 38 market pay—HHS General Schedule Senior Intelligence Executive Service Internal Revenue Service broadband classification and pay system positions Employees of Millennium Challenge Corporation Nonappropriated Funds—nonsupervisory, nonleader—Federal Wage System Demonstration scientific and engineering—Department of the Navy Demonstration general support—DOD Business management and technical management professional—DOD Acquisition Workforce Demonstration NL Nonappropriated funds—leader—Federal Wage System NP Naval Research Laboratory science and engineering professional NS Nonappropriated funds—supervisory—Federal Wage System NT Demonstration administrative and technical—Department of the Navy RS Senior Biomedical Research Service—HHS SL Senior level ST Scientific and professional TP Teaching positions—DOD Education Activity WB Wage positions under the Federal Wage System not otherwise designated WG Nonsupervisory pay schedules—Federal Wage System WL Leader pay schedules—Federal Wage System WM Maritime pay schedules WS Supervisory pay schedules—Federal Wage System YA Standard career group—professional/analytical pay schedule—DOD NSPS YB Standard career group—technician/support pay schedule—DOD NSPS YC Standard career group—supervisor/manager pay schedule—DOD NSPS YD Scientific and engineering career group—professional pay schedule—DOD NSPS YE Scientific and engineering career group—technician/support pay schedule—DOD NSPS YF Scientific and engineering career group—supervisor/manager pay schedule—DOD NSPS YG Medical career group—physician/dentist pay schedule—DOD NSPS YH Medical career group—professional pay schedule—DOD NSPS YJ Medical career group—supervisor/manager pay schedule—DOD NSPS YK Investigative and protective career group—investigative pay schedule—DOD NSPS AD DA DB DE DJ DK DP DR DS EJ EK EN EP ES EX FP GG GP GS IE IR MC NA ND NG NH YP Standard career group—Student Educational Employment Program pay schedule—DOD NSPS ZA dministrative—Commerce Demonstration and Alternative Personnel Management System A ZP Scientific and engineering professional— Commerce Demonstration and Alternative Personnel Management System ZS Administrative support— Commerce Demonstration and Alternative Personnel Management System ZT Scientific and engineering technician— Commerce Demonstration and Alternative Personnel Management System United StateS Office Of PerSOnnel ManageMent 1900 E Street, NW Washington, DC 20415 SHRP/CPLA-03