Recruitment, Relocation, and Retention Incentives in Federal Agencies - 2005

RECRUITMENT, RELOCATION, AND RETENTION INCENTIVES CALENDAR YEAR 2005 ___ REPORT TO THE CONGRESS Working for America UNITED STATES OFFICE AUGUST 2006 OF PERSONNEL MANAGEMENT A MESSAGE FROM THE DIRECTOR OF THE OFFICE OF PERSONNEL MANAGEMENT I am pleased to present the 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 2005. In 2005, 34 agencies paid 5,998 recruitment, relocation, and retention incentives to employees that were worth more than $51 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 recruitment, relocation, and retention incentive authorities were significantly enhanced by the Federal Workforce Flexibility Act of 2004 and OPM’s implementing regulations issued in May 2005. We are currently preparing final regulations for these new authorities, and we will continue to assist agencies in taking full advantage of these and other human capital flexibilities to attract and retain well-qualified, high-performing employees. This report is available on OPM’s Web site at www.opm.gov/oca. Linda M. Springer Director RECRUITMENT, RELOCATION, AND RETENTION INCENTIVES CALENDAR YEAR 2005 TABLE OF CONTENTS Page I. II. III. IV. V. Executive Summary . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 Background . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 Agency Reports . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 Agency Comments . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 Conclusion . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 Attachment 1: Reporting Agencies Attachment 2: Agency Reports for Calendar Year 2005 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 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 9, 2005, 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 2005. We invited agencies to comment on any barriers they faced in using these incentives as human capital flexibilities. Overall, 34 Federal agencies paid 5,998 recruitment, relocation, and retention incentives worth more than $51 million during calendar year 2005. This was comprised of 2,037 recruitment incentives totaling over $17.8 million, 1,079 relocation incentives totaling over $11.5 million, and 2,882 retention incentives totaling over $21.6 million. 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. However, some agencies were concerned about funding. A few agencies also reported it would be helpful to have the flexibility to pay recruitment incentives to current 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 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 new authorities provide agencies with additional flexibility to help recruit and retain employees and better meet agency strategic human capital needs. 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. 3 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. The Act also amended 5 U.S.C. 5753(b) to allow OPM to prescribe by regulation circumstances in which agencies could 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. Congress also amended 5 U.S.C. 5754 to allow OPM to prescribe circumstances in which agencies could 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. Under section 101(a)(3) of the Act, 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. 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 the final regulations. Section 101(c) of the Act requires OPM to submit an annual report to the Senate Committee on Governmental Affairs and the House Committee on Government Reform on agencies’ use of the new 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: 4 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 9, 2005, OPM issued a memorandum for Chief Human Capital Officers requesting agencies to submit their calendar year report for 2005. Since OPM’s interim regulations implementing the new recruitment, relocation, and retention incentives authorities were issued on May 13, 2005, and agencies could not authorize any incentives under the new authorities until that date, the memorandum set the reporting period for use of these new authorities from May 13 - December 31, 2005. To meet congressional reporting requirements, OPM asked agencies to provide the following information: • • • A description of how each authority was used by the agency between May 13, 2005, and December 31, 2005, including information on how the use of these authorities improved the agency’s recruitment and retention efforts; The number and dollar amount of each category of incentive (recruitment, relocation, and retention) paid between May 13, 2005, and December 31, 2005, by pay plan, occupational series, and grade, pay band, or other work-level designator; and Information on any barriers the agency is facing in using the recruitment, relocation, and retention incentive authorities as human capital flexibilities. The memorandum also stated agencies’ reports should not include any data or information on the use of the former recruitment and relocation bonus and retention allowance authorities in effect 5 prior to May 1, 2005. Since OPM did not authorize any circumstance in the interim regulations in which recruitment or retention incentives could be used to encourage or discourage interagency moves, we did not request information from agencies on the use of incentives in these circumstances. We received responses from 89 agencies. (See Attachment 1 for a list of the reporting agencies.) In calendar year 2005, 34 Federal agencies paid 5,998 employees recruitment, relocation, and retention incentives costing $51,086,199. Of this amount, agencies paid 2,037 recruitment incentives totaling $17,869,007, 1,079 relocation incentives totaling $11,580,820, and 2,882 retention incentives totaling $21,636,373. (See Attachment 2 for detailed agency reports.) Agency Data Table 1 shows the number and amount of each type of incentive paid by agency from May 13 December 31, 2005. (A blank cell indicates that the agency did not pay any of that type of incentive in calendar year 2005.) The 11 agencies that made the most extensive use of recruitment, relocation, and retention incentives were— • • • • • • • • • • • Agriculture, Commerce, Defense, Energy, Health and Human Services, Homeland Security, Interior, Justice, Treasury, Veterans Affairs, and National Aeronautics and Space Administration (NASA). Defense and Health and Human Services were by far the largest users— • • Defense paid 3,516 incentives totaling $25,622,370, and Health and Human Services paid 1,160 incentives totaling $13,783,046. Agriculture, Energy, Justice, and Treasury used more than 100 but less than 300 recruitment, relocation, and retention incentives totaling between $1,216,722 and $2,273,331. Commerce, Homeland Security, Interior, Veterans Affairs, and NASA used more than 50 but less than 100 recruitment, relocation, and retention incentives totaling between $1,139,005 and $194,017. Of these top 11 agencies, all were cabinet-level agencies, with the exception of NASA. In addition, although NASA has its own authorities to offer recruitment, relocation, and retention 6 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. TABLE 1 Recruitment Incentives Agency Departments Agriculture Commerce Defense Energy Health and Human Services Homeland Security Interior Justice Labor State Transportation Treasury Veterans Affairs Independent Agencies African Development Foundation Broadcasting Board of Governors Chemical Safety and Hazard Investigation Board Consumer Product Safety Commission Environmental Protection Agency Federal Election Commission Federal Trade Commission General Services Administration National Aeronautics and Space Administration National Archives and Records Administration National Capital Planning Commission National Mediation Board National Science Foundation Office of Personnel Management Overseas Private Investment Corporation 1 $25,000 1 $505 1 1 $505 $25,000 130 54 1331 53 121 7 6 143 25 1 26 10 13 $861,213 $475,652 $11,350,138 $409,102 $1,682,715 $89,134 $45,646 $1,224,188 $198,721 $11,217 $124,962 $144,663 $83,714 2 80 6 $30,000 $575,906 $28,554 10 57 38 $129,208 $496,153 $81,749 61 4 715 13 21 38 14 68 13 $389,922 $70,392 $7,679,855 $245,072 $203,926 $294,849 $223,703 $929,631 $156,187 31 7 1470 74 1018 41 33 51 2 $482,214 $14,101 $6,592,377 $837,460 $11,896,405 $191,504 $327,557 $119,512 $16,848 222 65 3516 140 1160 86 53 262 40 1 38 147 57 $1,733,349 $560,145 $25,622,370 $1,491,634 $13,783,046 $575,487 $596,906 $2,273,331 $371,756 $11,217 $284,170 $1,216,722 $194,017 Number Amount Paid Relocation Incentives Number Amount Paid Retention Incentives Number Amount Paid Total Incentives Number Amount Paid 5 1 10 $62,841 $25,000 $119,732 16 2 $147,118 $10,250 5 1 26 2 14 8 $100,475 18 $181,683 30 $62,841 $25,000 $266,850 $10,250 $124,000 $344,720 14 4 $124,000 $62,562 51 $486,658 35 $637,347 1 1 1 $15,000 $17,542 $17,318 87 1 1 1 $1,139,005 $17,542 $17,318 $14,000 $60,919 $2,500 $15,158 1 3 1 1 $14,000 $34,681 $2,500 $7,500 3 $7,658 2 $26,238 5 1 4 7 Pension Benefit Guarantee Corporation Railroad Retirement Board Small Business Administration Smithsonian Institution Social Security Administration Tax Court Total 3 $43,000 1 $15,000 1 1 $16,939 $2,653 5 1 2 4 $74,939 $2,653 $14,131 $23,336 $39,382 $92,000 $51,086,199 2 4 3 13 2037 $14,131 $23,336 $31,000 $92,000 $17,869,007 1079 $11,580,820 2882 $21,636,373 3 $8,382 6 13 5998 Table 2 shows that Defense was by far the largest single user of recruitment incentives during the reporting period, with 1,331 incentives totaling $11,350,138. Agriculture, Health and Human Services, and Justice each used more than 100 recruitment incentives. Commerce, Energy, and NASA each used more than 50 recruitment incentives. In some agencies, a majority of recruitment incentives were used for certain occupations— • • • Defense used nearly 39 percent of its recruitment incentives (515 of 1,331) for engineering and architecture occupations and nearly 19 percent of its recruitment incentives (250 of 1,331) for health care occupations, Justice used more than 65 percent of its recruitment incentives (93 of 143) for intelligence occupations, and Health and Human Services used nearly 77 percent of its recruitment incentives (93 of 121) for health care occupations. Other agencies, such as Agriculture, used recruitment incentives to help recruit new hires to a variety of occupations, spreading its 130 recruitment incentives among— • • • Veterinary medical science (30 percent; 39 of 130), Food inspection (26 percent, 34 of 130), and Statistics (22 percent, 29 of 130). Agriculture used its remaining recruitment incentives to recruit employees for an assortment of additional occupations. TABLE 2 Recruitment Incentives Paid by Agency Percent of Total Number Agency Number Amount Paid Defense 1331 65.34% $11,350,138 Justice 143 7.02% $1,224,188 Agriculture 130 6.38% $861,213 Health and Human Services 121 5.94% $1,682,715 Commerce 54 2.65% $475,652 Percent of Total Amount Paid 63.52% 6.85% 4.82% 9.42% 2.66% 8 Energy National Aeronautics and Space Administration All others Total 53 51 154 2037 2.60% 2.50% 7.56% $409,102 $486,658 $1,379,340 $17,869,006 2.29% 2.72% 7.72% Table 3 shows that Defense was by far the major user of relocation incentives during the reporting period, paying 715 incentives totaling $7,679,855. Agriculture, Justice, and Treasury paid more than 60 but less than 90 relocation incentives each, and Homeland Security and NASA paid 38 and 35 relocation incentives, respectively. Most agencies had a certain set of occupations for which they used the majority of their relocation incentives— • • • • Defense used more than 20 percent (147 of 715) of its relocation incentives for engineering occupations and 9 percent (65 of 715) for computer science and information technology occupations. Justice used more than 75 percent (51 of 68) of its relocation incentives for criminal investigators. Homeland Security used more than 84 percent (32 of 38) of its relocation incentives for border patrol agents. NASA used more than 57 percent (20 of 35) of its relocation incentives for engineering occupations. In contrast, Treasury used its 80 relocation incentives for a variety of occupations. TABLE 3 Relocation Incentives Paid by Agency Percent of Total Number Number Amount Paid 715 66.27% $7,679,855 80 7.41% $575,906 68 6.30% $929,631 61 5.65% $389,922 38 3.52% $294,849 35 82 1079 3.24% 7.60% $637,347 $1,073,309 $11,580,819 Agency Defense Treasury Justice Agriculture Homeland Security National Aeronautics and Space Administration All others Total Percent of Total Amount Paid 66.32% 4.97% 8.03% 3.37% 2.55% 5.50% 9.27% Table 4 shows that of the reporting agencies, Defense and Health and Human Services used the most retention incentives. Defense used more retention incentives than Health and Human Services (1,470 versus 1,018), but Health and Human Services’ total expenditures for retention incentives ($11,896,405) were almost twice as much as Defense’s ($6,592,377). 9 Beyond Defense and Health and Human Services, the use of retention incentives dropped significantly, with the following agencies paying between 30 and 75 retention incentives each: • • • • • • • Agriculture, Energy, Homeland Security, Interior, Justice, Treasury, and Veterans Affairs. Defense used most of its 1,470 retention incentives to retain employees in four groups of occupations— • • • • Health care occupations (39 percent, 577 of 1,470), Transportation occupations (11 percent, 158 of 1,470) (including 137 in aircraft operation and air navigation), Information technology (8 percent, 119 of 1,470), and Police and security occupations (8 percent, 117 of 1,470). Health and Human Services used most of its 1,018 retention incentives to retain employees in two major groups of occupations— • • Health care occupations (70 percent, 715 of 1,018), and Biological sciences occupations (17 percent, 178 of 1,018) (including 168 in pharmacology occupations). TABLE 4 Retention Incentives Paid by Agency Percent of Total Agency Number Number Amount Paid Defense 1470 51.01% $6,592,377 Health and Human Services 1018 35.32% $11,896,405 Energy 74 2.57% $837,460 Treasury 57 1.98% $496,153 Justice 51 1.77% $119,512 Homeland Security 41 1.42% $191,504 Veterans Affairs 38 1.32% $81,749 Interior 33 1.15% $327,557 Agriculture 31 1.08% $482,214 All others 69 2.39% $611,443 Total 2882 100.00% $21,636,373 Percent of Total Amount Paid 30.47% 54.98% 3.87% 2.29% 0.55% 0.89% 0.38% 1.51% 2.23% 2.83% 100.00% 10 Occupational Data During the reporting period, agencies used recruitment incentives for employees in many different occupations. Table 5 lists the occupations for which agencies used recruitment incentives most frequently. Of the top 13 occupations for which recruitment incentives were used, agencies used them most frequently for 2 groups of occupations: engineering and health care. Of the top occupations shown in Table 5, agencies paid 506 recruitment incentives to engineering occupations ($3,976,312) and 256 recruitment incentives to health care occupations ($3,838,245). TABLE 5 Recruitment Incentives Paid by Occupational Series Percent of Total Number 8.30% 6.48% 6.23% 6.04% 5.45% 5.06% 3.44% 3.24% 3.19% 2.45% 2.31% 2.11% 2.06% 43.64% Percent of Total Amount Paid 6.84% 5.86% 5.03% 4.09% 5.61% 12.05% 3.16% 3.93% 3.62% 1.78% 1.92% 2.22% 3.83% 40.06% Series Occupational Series Title 0855 Electronics Engineering 0830 Mechanical Engineering 0132 Intelligence 0511 Auditing 0610 Nurse 0602 Medical Officer 2210 Information Technology Management 0301 Miscellaneous Administration and Program 0801 General Engineering 0861 Aerospace Engineering 0854 Computer Engineering 0850 Electrical Engineering 0680 Dental Officer All others -- 124 occupations Total Number 169 132 127 123 111 103 70 66 65 50 47 43 42 889 2037 Amount Paid $1,222,685 $1,047,528 $898,597 $729,973 $1,001,558 $2,152,685 $565,146 $703,044 $647,706 $318,772 $342,964 $396,657 $684,002 $7,157,688 $17,869,006 Table 6 shows that of the top seven occupations for which relocation incentives were paid during the reporting period, the two fields most likely to use relocation incentives were criminal investigating (65/$997,058), and engineering (70/$976,806). TABLE 6 Relocation Incentives Paid by Occupational Series Percent of Total Number 6.02% 3.61% 3.61% 3.43% Percent of Total Amount Paid 8.44% 5.40% 3.84% 1.44% Series 1811 0801 1102 2210 Occupational Series Title Criminal Investigating General Engineering Contracting Information Technology Management Number 65 39 39 37 Amount Paid $977,058 $625,332 $444,725 $166,221 11 1896 Border Patrol Agent 0810 Civil Engineering 1530 Statistics All others -- 138 occupations Total 32 31 30 806 1079 2.97% 2.87% 2.78% 74.70% $204,604 $351,474 $125,056 $8,686,349 $11,580,819 1.77% 3.03% 1.08% 75.01% Table 7 shows that retention incentives were used most often to retain employees who work in health care occupations. Of the top 10 occupations for which retention incentives were used, 5 were in health care and biological science occupations—i.e., nurse, medical officer, pharmacology, physician’s assistant, and practical nurse. In these 5 occupations, agencies paid 1,286 retention incentives for a total of $11,188,319 in retention incentives. TABLE 7 Retention Incentives Paid by Occupational Series Percent of Total Number 18.49% 16.10% 6.14% 5.83% 4.65% 3.68% 2.57% 2.26% 2.19% 1.94% 36.16% Percent of Total Amount Paid 12.06% 29.55% 4.53% 7.88% 3.66% 1.99% 3.47% 1.73% 3.18% 0.48% 31.46% Series Occupational Series Title 0610 Nurse 0602 Medical Officer 2210 Information Technology Management 0405 Pharmacology 2181 Aircraft Operation 0083 Police 1529 Mathematical Statistics 0603 Physician's Assistant 0340 Program Management 0620 Practical Nurse All others -- 139 occupations Total Number 533 464 177 168 134 106 74 65 63 56 1042 2882 Amount Paid $2,609,061 $6,394,310 $979,293 $1,705,073 $792,469 $430,334 $750,232 $375,111 $688,282 $104,764 $6,807,444 $21,636,373 Pay Plan Data Agencies overwhelmingly used recruitment, relocation, and retention incentives for employees in General Schedule (GS) occupations during the reporting period. Table 8 shows that, in each of the three categories of incentives, payment of incentives to employees in GS occupations far exceeds the total payment of incentives to all other pay plans combined. Since approximately 70 percent of the Federal workforce is under the GS system, a high usage of recruitment, relocation, and retention incentives is not surprising. However, use of incentives for GS employees represents approximately 81 percent of all incentives paid. Therefore, agencies are using proportionately more recruitment, relocation, and retention incentives for their GS employees than for employees under other pay plans. Specific information on agency use of recruitment, relocation, and retention incentives by pay plan can be found in Attachment 2. Pay plan definitions are in Attachment 3. 12 TABLE 8 Recruitment Incentives Pay Plan GS All others Total Number 1568 469 2037 Amount Paid $14,239,980 $3,629,025 $17,869,006 Relocation Incentives Number 689 390 1079 Amount Paid $6,512,093 $5,068,727 $11,580,820 Retention Incentives Number 2625 257 2882 Amount Paid $19,842,895 $1,793,478 $21,636,373 Total Incentives Number 4882 1116 5998 Amount Paid $40,594,968 $10,491,230 $51,086,199 Incentives by General Schedule Grade Since the grading system for other pay plans varies greatly, the following three tables summarize incentive usage only by GS grade. Specific information on agency use of recruitment, relocation, and retention incentives by grade or work level in other pay systems may be found in Attachment 2. As Table 9 shows, agencies appear to have used recruitment incentives most often to hire GS employees at the entry level. The most frequent use is at the GS-07 level (393 newly-appointed employees), followed closely by the GS-09 level (338 newly-appointed employees). The next significant grade usage appears to be at the mid-career level, with 199 recruitment incentives at GS-11, 170 at GS-12, and 128 at GS-13. TABLE 9 Recruitment Incentives Paid by GS Grade Percent Of Total Number 25.06% 21.56% 12.69% 10.84% 8.16% 21.68% Percent Of Total Amount Paid 18.94% 18.36% 12.79% 12.06% 11.13% 26.72% Grade 07 09 11 12 13 All others (8 grades) Total Number 393 338 199 170 128 340 1568 Amount Paid $2,697,557 $2,615,162 $1,820,651 $1,717,134 $1,584,494 $3,804,982 $14,239,980 In contrast, as shown in Table 10, 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 GS-11, GS-13, and GS-12 (in declining order), where agencies paid between 144 and 136 relocation incentives. The use of relocation incentives then dropped to 72 employees at the GS-14 level. 13 TABLE 10 Relocation Incentives Paid by GS Grade Percent of Total Number 20.90% 20.03% 19.74% 10.45% 28.88% Percent of Total Amount Paid 16.69% 21.58% 22.95% 13.47% 25.32% Grade 11 13 12 14 All others (8 grades) Total Number 144 138 136 72 199 689 Amount Paid $1,086,813 $1,405,155 $1,494,373 $877,200 $1,648,552 $6,512,093 Finally, as shown in Table 11, agencies were most likely to use retention incentives to retain employees at the upper and mid-GS grade levels, with agencies paying between 467 and 346 incentives to employees at GS-15, GS-14, GS-12, GS-11, and GS-13 (in declining order), but overall paid the most to those at the highest of these GS grade levels. In terms of overall dollars spent on retention incentives, use of these incentives goes down in order from GS-15 to GS-11 levels, with agencies paying $6,692,547 in retention incentives to GS-15 employees to $1,537,864 to GS-11 employees. TABLE 11 Retention Incentives Paid by GS Grade Percent of Total Number 17.79% 15.39% 14.78% 13.94% 13.18% 24.91% Percent of Total Amount Paid 33.73% 22.08% 10.67% 7.75% 11.93% 13.86% Grade 15 14 12 11 13 All others (10 grades) Total Number 467 404 388 366 346 654 2625 Amount Paid $6,692,547 $4,380,544 $2,116,276 $1,537,864 $2,366,396 $2,749,269 $19,842,895 IV. AGENCY COMMENTS Agency use of incentives and effect on recruitment and retention We asked agencies to provide a description of how each of the recruitment, relocation, and retention incentive authorities was used during the reporting period, including information on whether (and how) the use of these authorities improved recruitment and retention efforts. Of the 89 agencies that submitted reports, 34 agencies had used the incentives, 55 had not. Of the 14 34 that had used the incentives, 30 (18 departments and 12 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 that present particular hiring or retention challenges for reasons such as competition from the private sector for that 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 an unwillingness of employees to work in high cost-of-living, overseas, remote, or undesirable locations, or to address skills imbalances in particular regions or areas; and To meet a very specific staffing challenge (such as avoiding a reduction in force) or as a tool to have the necessary workforce (be that one employee or many employees) necessary for the accomplishment of an important agency mission. • • The following are excerpts from agency comments regarding how they used recruitment, relocation, and retention incentives. Department of Agriculture Agriculture used recruitment incentives to recruit employees in hard-to-fill positions in the Washington, DC, area due to the high cost of living; to compete with a high-paying job offer; to recruit an employee with exceptional knowledge and ability based on extensive, in-depth masters work; and as leverage to compete for candidates in hard-to-fill positions. Agriculture used relocation incentives to address difficulties in recruiting highly-qualified applicants willing to relocate to high cost-of-living areas. Agriculture used retention incentives to retain key staff members who were performing critical work, retain employees during a period of high turnover causing large knowledge and skill gaps, and retain employees during difficult recruiting periods. Department of Commerce Having the flexibility to offer the incentive authorities has allowed Commerce to remain competitive with the private sector and other Federal agencies, to improve its ability to recruit and retain a high-quality workforce, and to better meet Commerce’s human capital needs. The incentives have assisted Commerce when special qualifications are needed, when there is a shortage of available talent for a highly qualified position, and when high turnover rates exist. Commerce prefers to use recruitment incentives rather than the superior qualifications and special needs pay-setting authority to successfully hire selected candidates. Relocation incentives were used to recruit candidates successfully in geographic areas that are typically hard to fill and do not receive a high number of qualified applicants. Commerce has not needed to use as many retention incentives as it had in the past. This is partly due to implementation of a demonstration project, which has afforded management greater flexibility in establishing 15 employee salaries. However, retention incentives are still a valuable management tool for retaining employees in difficult-to-fill and highly specialized positions. Department of Defense Defense used all three incentives during this period to bridge the pay gap between Federal and private sector salaries. Recruitment incentives enhance efforts to recruit for hard-to-fill occupations. Relocation and retention incentives enable the retention of already trained, valued employees and negate 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 incentive authorities. • • • • • • • • • • • • • • Recruitment incentives attract graduating college students across the country for difficult-tofill intern positions. Recruitment and retention incentives attract and retain scientists and engineers in research and test laboratories. Recruitment incentives attract candidates in information technology, financial management, air traffic control, and safety management to overseas positions. Without the 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 need to significantly increase those skill populations. Recruitment incentives play a major part in the successful conversion of over 1,200 military health care billets to civilian positions. Recruitment incentives are effective for filling positions in occupations requiring a positive education. 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 incentive calculations now include an employee’s locality payments, which has increased the upper threshold for employees in locality pay areas and decreased 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 make it possible 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. • 16 • • • • • • Retention incentives help retain high-level employees possessing key critical skills or vast amounts of institutional knowledge. Retention incentives enhance the ability to retain employees with unique, mission-required 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 information technology staff, particularly to contractors. Retention incentives allow retention of vital lower-graded employees. 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 when these employees require security clearances above top-secret and when competition exists with companies who offer bonuses of up to $30,000 to individuals with such clearances. Department of Energy Energy paid 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 to undesirable geographical locations (i.e., high cost-of-living areas or remote locations). Energy paid a number of relocation incentives, including to incentivize a senior manager to relocate from headquarters to a field office and to incentivize movement and retention of four wage board employees as a result of consolidating field operations in two rather remote locations in the midwest. Retention incentives were primarily used to retain Energy’s technical workforce in the engineering and physical science occupations at GS-14 or equivalent. Department of Homeland Security Homeland Security found these incentives useful in recruiting employees for hard-to-fill positions and retaining employees with critical skills. The use of relocation incentives was particularly helpful in the reassignment of border patrol agents and supervisors to the southwest border. Department of Health and Human Services Health and Human Services reported that, overall, its managers are very pleased with the recruitment, relocation, and retention incentives program. Regional area offices have mentioned that recruitment, relocation, and retention incentives have improved their ability to recruit and retain employees who would have otherwise been lost to the private sector and noted that the incentives are highly effective in both recruiting and retaining staff in many of Health and Human Services’ remote locations. They also provide a competitive edge in attracting and retaining more highly-qualified health professionals. Department of the Interior These incentives have improved Interior’s 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 because of the remote location of the position. Relocation incentives were used to encourage current employees in surplus positions to move to other geographical locations where their competencies would be more effectively utilized. 17 The Bureau of Reclamation offered a group retention incentive to Hoover Dam police officers in grades GS-05 through GS-12 because the Dam is designated as a National Critical Infrastructure and it is imperative for dam security that these positions be 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 3-year period of time has proved to be a valuable tool in helping to retain the Bureau’s cadre of law enforcement officers. The U.S. Fish and Wildlife Service used recruitment and relocation incentives to fill highly technical positions located in either remote locations or in duty stations with high costs of living. A relocation incentive was used to fill the vacancy of a GS-13 refuge manager on the island of Guam. In response to the devastation caused by Hurricane Katrina, the Minerals Management Service used recruitment and relocation incentives as part of a larger package of benefits to attract and retain highly qualified employees with expertise in petroleum exploration, drilling, and transportation. These 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 and retention incentives have been very helpful in attracting and retaining highly qualified candidates to hard-to-fill positions in the Bureau of Prisons, particularly in health care occupations. Experienced candidates are often reluctant to accept or remain at positions for a number of reasons, including lower salaries than the private sector, the remote location of the prisons, and candidates’ lack of interest in working in a prison setting. Not only have recruitment incentives helped meet this hiring need, but they have also proved an especially effective tool because they require a 2-year service agreement, and in most cases employees continue beyond the 2-year time frame. The Drug Enforcement Administration (DEA) uses relocation incentives to attract DEA special agents, as well as other employees with the necessary language and technical skills to staff critical positions in hard-to-fill posts. In the past, hard-to-fill posts such as Kabul, Afghanistan, Guaynabo, Puerto Rico and Port au Prince, Haiti, would suffer from staffing shortages, making it more difficult to conduct international drug investigations and enforcement operations there. The Executive Office of United States Trustees used relocation incentives to maintain current staffing levels by reassigning employees to areas where shortages exist. The Office of Inspector General used a retention incentive to retain an employee in a very “hardto-fill” position of operations research analyst (the position was advertised three times prior to a good candidate being located) after the employee received several outside offers. Relocation incentives were offered to seasoned special agents who were recruited for “one-person” offices and were expected to hit the ground running. The Federal Bureau of Investigations (FBI) used retention incentives to retain the services of employees serving in critical functions throughout the FBI. In some instances, the need for retention is due to the individual’s unique investigative vision, managerial expertise, and professional judgment which are crucial to the FBI’s ability to execute its mission, while in other 18 instances the retention need is directly related to the individual’s involvement in important FBI investigations. Some incentives were required to retain the services of individuals holding unique professional or technical credentials for which the FBI has experienced significant recruitment difficulties, making their expertise nearly irreplaceable. Department of Labor Through the use of recruitment incentives, Labor attracted highly qualified employees to several information technology, statistician, and economist positions, and attracted individuals to the MBA Fellows program all of whom could have found higher-paying work in the private sector. When an Employment and Training Administration regional office was closed, Labor used relocation incentives to help relocate employees to another region, thereby avoid the necessity of a reduction in force. The Veterans Employment and Training Service used relocation incentives to persuade employees to relocate to less desirable locations. Department of Transportation Transportation used recruitment, relocation and retention incentives to meet staffing needs in remote areas, such as Massena, NY, and in highly competitive job market areas such as Washington, DC, where there is significant competition from the private industry for wellqualified talent for specialized positions in the engineering, information technology and transportation planning fields. When candidates for engineering and transportation positions receive private industry job offers with higher salary offers than those the Federal Government can provide, recruitment incentives provide Transportation with a competitive advantage in the hiring process. Retention incentives have prevented retirement eligible senior level employees from separating, affording Transportation additional time for knowledge sharing and succession planning. One of the relocation incentives authorized by Transportation resulted in an employee accepting a position in an area with a lower cost of living compared to the duty station of the original position. Because the employee is receiving a decrease in pay as a result of geographic conversion under the new pay administration rules, the employee would not have accepted the position without the relocation incentive. Department of the Treasury While Treasury does not make extensive use of the incentives, they are used when critically needed to maintain critical skills, knowledge, and competencies and to facilitate Treasury’s ability to compete in the labor market, retain highly qualified and skilled employees, promote succession planning, and fill critical, hard-to-fill positions. Some examples of how Treasury bureaus used the incentives follow. When an applicant would have lost $7,500 in salary, a bureau used a recruitment incentive to attract her, since her background and experience in terrorism and her exceptional qualifications will be invaluable to enhance agency efforts to combat terrorism. The Internal Revenue Service (IRS) has been using relocation incentives effectively to relocate employees who possess the unique skills and experience to fill mission-critical occupations and to support the restructuring efforts of the IRS. This incentive has been helpful in addressing restructuring initiatives created by Hurricane Katrina. Another bureau used a relocation 19 incentive to fill a position for a supervisory criminal investigator (special agent in charge) to bring the best qualified candidate to the Washington, DC, position. A retention incentive helped retain a Treasury employee whose exceptional knowledge, skills, and abilities in the field of Oracle infrastructures represent a significant contribution to the overall operation of the bureau. Another bureau used a retention incentive to retain its program office’s project manager by matching a private job sector offer. Treasury reports that retention incentives help reduce turnover and retain well-trained, experienced, and quality personnel to maintain essential operations at a high level; allow bureaus to address important program requirements by providing extra compensation to employees to stay past their projected retirement date; allow bureaus to compete with higher paying corporate employers in the continuing demand for employees with exceptional technical and managerial skills; and make it possible to retain those that demonstrate the required skills and expertise needed to complete ongoing, mission-critical projects and programs. Department of Veterans Affairs Veterans Affairs reported over half of the retention and recruitment incentive payments and over one third of the relocation incentive payments were paid to health care providers. Incentives are necessary to recruit and retain personnel with high or unique qualifications in specializations such as cardiology and surgery. In most cases these positions have been vacant for over 6 months. Incentives are often what is needed to attract candidates to such vacant positions. While the primary use of incentives is for health care providers, incentive payments are key in the recruitment and retention of others whose positions are not linked directly to patient care. They have been vital in high cost-of-living areas and have been used extensively to recruit and retain personnel, such as information technologists and criminal investigators, with the competencies essential to support the Department’s mission. 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 one or two recruitment, relocation, and retention incentives during the reporting period, but used these incentives judiciously and strategically to resolve a very specific staffing challenge or to retain an employee who was crucial to the accomplishment of an important agency mission. Some independent agencies used incentives to target specific occupations that present particular hiring or retention challenges or to resolve specific hiring and retention problems that certain regional areas presented. 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 chief financial officer for the African Development Foundation had received tentative job offers with increased pay, sign-on bonuses, and future pay increases beyond those provided under the General Schedule. The Foundation used a retention incentive to retain this individual 20 at a time when the agency is making significant changes to its organization, is receiving an increased budget, and will be expanding its role and financial support for its programs. Broadcasting Board of Governors The Broadcasting Board of Governors used a recruitment incentive to attract and hire a highly talented television managing editor whose services were needed to provide editorial leadership for major agency international television broadcasting initiatives. Without the incentive, the agency could not have hired this individual away from the commercial broadcasting industry, as her private sector salary was significantly above the highest rate of the grade to which she was appointed and included benefits unavailable to her as a Federal employee. Chemical Safety & Hazard Investigation Board The Chemical Safety & Hazard Investigation Board used recruitment incentives to secure top talent in two of its hard-to-fill positions—investigator and recommendation specialist. These incentives helped it hire two senior level, GS-14 investigators from the private sector and a midlevel, GS-12 investigator. They also helped the agency hire two top-level college students, who were being heavily recruited by the private sector, to GS-07 investigator and recommendation specialist positions. Consumer Product Safety Commission The Consumer Product Safety Commission paid one recruitment incentive to recruit a GS-12 general engineer for its Division of Combustion and Fire Sciences, Directorate for Engineering Science. This position plays a key role in fulfilling the Commission’s highest priority engineering projects, including the flammability of mattresses, bedclothes and upholstered furniture; managing the rulemaking effort to address the safety of cigarette lighters; and managing a project addressing carbon monoxide hazards, including those posed by the use of portable electrical generators. The position requires knowledge of both textile technology and general engineering disciplines and, historically, has been one of the most difficult positions to fill. The incumbent, who was found only after extensive advertising of the position, was uniquely qualified for this position, since she had a BS degree in electrical and fire protection engineering, an MS degree in mechanical engineering, and private sector experience which closely matched the position requirements. Without a recruitment incentive, which she indicated would be helpful in defraying the substantial cost associated with relocating to Washington, DC, it is very unlikely that the Commission would have been able to fill this mission-critical position with such a high-caliber person. Environmental Protection Agency The Environmental Protection Agency (EPA) used the incentive authorities to compete with the private sector for highly-desired talent to recruit and retain key employees in various occupations that contribute to the success of the agency’s mission. EPA used retention incentives to retain information technology specialists who possessed both expert knowledge of its systems and the high-level information technology skills needed to implement complex agency information systems. EPA also used recruitment incentives to attract scientists and engineers with the unique, specialized skills and professional experience the agency needed. 21 Federal Election Commission The Federal Election Commission used a retention incentive to retain its Director of Budget, Planning and Management for 3 months past the date he had planned to retire so he could help the agency through the FY 2005 Performance and Accountability Report process and the FY 2006 budget submission. Federal Trade Commission The Federal Trade Commission used recruitment incentives to recruit highly-qualified, Ph.D. economists. The Commission explained that individuals completing doctoral degrees in economics are very likely to be lured by faculty posts where they can focus primarily on independent research. Since the Commission’s work depends on sound economic analysis of market factors, such as barriers to intra-market competition, this kind of mission-directed economic analysis does not allow for the pursuit of “pure” economic research. The Commission finds that without offering recruitment incentives and using the superior qualifications and special needs pay-setting authority, it would be nearly impossible for them to recruit the kind of Ph.D. economists it needs. General Services Administration Although the 30 employees for which the General Services Administration (GSA) used incentives represent only 0.23 percent of its employee population, it considers recruitment, relocation, and retention incentives (as well as other pay flexibilities, such as the superior qualifications and special needs pay-setting authority) important human resources flexibilities to solve specific staffing problems and to meet strategic human capital management objectives. Recruitment and retention incentives have been particularly helpful in high cost-of-living areas where locality pay alone does not attract the quality candidates needed to meet GSA’s mission. For example, it used a $25,000 recruitment incentive to hire an individual for a GS-15 position in the Public Buildings Service in its New York office, where the high cost of living and dynamic economy in which management skills are in high demand, have made it historically difficult to attract talented mid-level managers. Of the 18 retention incentives paid, 17 were for areas where the cost of living is considerably higher than average and the market for high-quality employees is very competitive (14 in Washington, DC, 2 in Chicago, 1 in Los Angeles). All four recruitment incentives were similarly paid in high cost-of-living areas (one each in San Francisco, Washington, DC, Atlanta, and New York). 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. National Aeronautics and Space Administration Although external hiring was limited during 2005, almost all National Aeronautics and Space Administration (NASA) centers needed to use recruitment incentives at least once to attract the candidate of choice. Although the incentive amount often was not large, it provided what was necessary to “close the deal” with the candidate. Relocation incentives have been particularly effective in NASA’s efforts to address skill imbalances and strengthen core competencies at centers, and will continue to be important to the 22 agency to leverage its workforce effectively. NASA anticipates it will need both recruitment and relocation incentives over the next several years to encourage employees to accept positions at the newly-established NASA Shared Services Center located at Stennis Space Center, since the surrounding area was devastated by Hurricane Katrina and there is limited housing availability there. National Capital Planning Commission The National Capital Planning Commission used a retention incentive to retain a GS-15 level community planning specialist who had been offered a position with a local county 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 had been involved in the creation of the Legacy Plan, a 21st century vision for the National Capital region, and his involvement is critical to develop and implement initiatives from the Plan. Further, his technical expertise on issues of physical security will improve the Commission’s ability to address these issues in the nation’s capital. Railroad Retirement Board The Railroad Retirement Board used a retention incentive to retain a Medicare contractor operations specialist and ensure there was no disruption of service to the public. The employee’s departure would have negatively affected the agency’s ability to analyze budget requests submitted by its Medicare carrier to monitor ongoing budgetary activities. Social Security Administration Although the Social Security Administration is able to meet most of its hiring needs through a proactive national recruiting program, it has used incentives in a targeted and strategic manner to recruit or retain individuals with highly technical or unique qualifications. Most incentives are used to recruit or retain information technology specialists. Tax Court Due to the competitiveness of the market from which potential candidates are drawn, the U.S. Tax Court has had ongoing difficulties recruiting the most highly-qualified candidates for the position of law clerk/attorney-adviser. The Court has adopted a policy of using recruitment incentives for these positions at the GS-11 and GS-12 levels. Incentives are only offered to those who meet specific criteria, including a certain class standing, grade point average, specialized credentials, special academic background, and/or unique experience. As a result of this policy, the Court has significantly improved its ability to appoint quality candidates as law clerks/attorney-advisers to its judges. Barriers to using recruitment, relocation, and retention incentives We 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, it appears that most agencies are not experiencing significant barriers in using these flexibilities. Altogether, 89 agencies submitted recruitment, relocation, and retention incentives reports to OPM. Of these, 55 submitted negative reports saying that they had not used any of the incentives during the reporting period, and 34 submitted positive 23 reports detailing their use of the incentives during the reporting period. None of the agencies submitting negative reports cited any barriers causing them to not use the incentives. In fact, several agencies said, although they did not use any of the incentives during the reporting period, they appreciated their availability as human capital flexibilities that they could use in the future should the need arise. Of the 34 agencies that submitted positive reports, 2 departments— Commerce and Energy— made a point of mentioning they had experienced no 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 Pension Benefit Guaranty Corporation), did mention some barriers to their use of the flexibilities. Their comments are as follows: • Agriculture said the number one barrier to using any of the incentives was availability of funding. Several components also said it would be helpful if they were allowed to pay recruitment incentives to their current employees who move to other Federal positions in the same geographic area that are likely to be difficult to fill, or retention incentives to their current employees who would be likely to leave their positions for different positions in the Federal service in the absence of such an incentive. Defense stated the most significant and obvious barrier to use of recruitment, relocation, and retention incentives is a lack of organizational or central funding. Since components’ budgets are fixed, this constrains use of the incentives. Defense also mentioned the restriction on interagency use of recruitment and retention incentives hampers management’s ability to effectively utilize these flexibilities. Defense stated that the ability to offer these incentives not only to new employees and employees who would otherwise leave Federal service, but also to employees who may be seeking employment in other agencies, is essential. The Pension Benefit Guaranty Corporation mentioned that recruitment, relocation, and retention incentives are still relatively new to the agency, so managers are not well versed in the flexibilities the incentives offer them as they make hiring decisions. CONCLUSION • • V. One of the biggest challenges facing Federal agencies is attracting and retaining the high-quality employees they need to achieve their missions. The newly-enhanced recruitment, relocation, and retention incentive authorities are building on the success of the former authorities by providing invaluable compensation flexibilities to agencies to meet their recruitment and retention challenges. 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. OPM is committed to ensuring that agencies have the flexibilities they need to attract and retain an effective civilian workforce. We are developing the final regulations for the recruitment, relocation, and retention incentive authorities and are using comments we received on the interim regulations to help explore ways in which we can make these compensation tools even more effective. We expect an increase in the use of recruitment, relocation, and retention incentives in 24 calendar year 2006 and beyond—especially as agencies increase their competition for talent during the upcoming retirement wave. We will continue to provide further guidance to agencies to assist them in taking full advantage of these and other human capital flexibilities to attract and retain well-qualified, high-performing Federal employees. 25 Attachment 1 REPORTING AGENCIES DEPARTMENTS Agriculture Commerce Defense Education Energy Health and Human Services Homeland Security Housing and Urban Development INDEPENDENT AGENCIES 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 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 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 Inter-American Foundation International Trade Commission James Madison Memorial Fellowship Foundation Japan-US Friendship Commission Marine Mammal Commission Morris K Udall Foundation Merit Systems Protection Board 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 Personnel Management Office of Special Counsel Overseas Private Investment Corporation Pension Benefit Guarantee 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 Interior Justice Labor State Transportation Treasury Veterans Affairs Attachment 2 AGENCY REPORTS FOR CALENDAR YEAR 2005 Recruitment Incentives Grade or Work Level 13 09 14 12 11 11 11 12 09 13 09 11 12 15 05 13 10 07 07 11 07 08 11 12 07 09 05 07 09 11 12 05 07 05 13 14 IV III II IV III Department or Agency DEPARTMENTS 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 ZP ZP Occ. Series 0101 0110 0401 0403 0434 0440 0470 0470 0501 0630 0701 0701 0701 0701 0801 0801 0802 0850 0890 0890 1165 1316 1320 1320 1529 1529 1530 1530 1530 1530 1530 1863 1863 2210 2210 2210 0110 0326 0401 0801 0806 Occupational Series Title SOCIAL SCIENCE ECONOMIST GEN NAT RESOURCES MGT & BIO SCI MICROBIOLOGY PLANT PATHOLOGY GENETICS SOIL SCIENCE SOIL SCIENCE FINANCIAL ADMIN & PROG DIETITIAN & NUTRITIONIST VETERINARY MEDICAL SCIENCE VETERINARY MEDICAL SCIENCE VETERINARY MEDICAL SCIENCE VETERINARY MEDICAL SCIENCE GEN ENGINEERING GEN ENGINEERING ENGINEERING TECHNICIAN ELECTRICAL ENGINEERING AGRICULTURAL ENGINEERING AGRICULTURAL ENGINEERING LOAN SPECIALIST HYDROLOGIC TECHNICIAN CHEMISTRY CHEMISTRY MATHEMATICAL STATISTICS MATHEMATICAL STATISTICS STATISTICS STATISTICS STATISTICS STATISTICS STATISTICS FOOD INSP FOOD INSP INFORMATION TECHNOLOGY MGT INFORMATION TECHNOLOGY MGT INFORMATION TECHNOLOGY MGT ECONOMIST OFFICE AUTOMATION CLERICAL & ASSIST GEN NAT RESOURCES MGT & BIO SCI GEN ENGINEERING MATERIALS ENGINEERING Number Paid 1 1 1 1 2 2 1 1 1 1 5 26 7 1 1 1 1 1 1 3 1 1 1 1 1 3 2 8 9 5 1 32 2 1 2 1 2 1 1 1 1 Total Amount Paid $5,000 $4,500 $15,000 $4,000 $3,000 $2,000 $10,000 $2,500 $5,204 $3,000 $50,024 $310,818 $101,242 $2,000 $5,000 $21,009 $5,000 $9,600 $5,960 $22,226 $7,642 $2,500 $1,000 $5,000 $1,500 $6,000 $3,000 $12,000 $15,000 $7,500 $1,500 $177,415 $17,074 $7,000 $8,000 $2,000 $16,000 $1,000 $1,500 $12,500 $8,000 Agriculture Commerce ZP ZP ZP 1 Department or Agency Pay Plan GS GS GS GS GS ZP GS GS ZP GS GS GS ZP ZP GS GS GS ZP GS GS GS GS NH GS GS GS GS EP GG GG GG GG GG GG GG AD NH GS DR GS GS GS GS GS GG GS GS GS Occ. Series 0905 0905 0905 0905 1035 1310 1360 1370 1520 1529 1529 1529 1550 1550 2210 2210 2210 2210 0018 0020 0020 0028 0080 0080 0083 0085 0101 0132 0132 0132 0132 0132 0132 0132 0132 0170 0180 0180 0180 0185 0185 0193 0201 0201 0201 0201 0203 0203 Occupational Series Title GEN ATTORNEY GEN ATTORNEY GEN ATTORNEY GEN ATTORNEY PUBLIC AFFAIRS PHYSICS OCEANOGRAPHY CARTOGRAPHY MATHEMATICS MATHEMATICAL STATISTICS MATHEMATICAL STATISTICS MATHEMATICAL STATISTICS COMPUTER SCIENCE COMPUTER SCIENCE INFORMATION TECHNOLOGY MGT INFORMATION TECHNOLOGY MGT INFORMATION TECHNOLOGY MGT INFORMATION TECHNOLOGY MGT SAFETY & OCC HEALTH MGT COMMUNITY PLANNING COMMUNITY PLANNING ENVIRON PROT SPECIALIST SECURITY ADMIN SECURITY ADMIN POLICE SECURITY GUARD SOCIAL SCIENCE INTELLIGENCE INTELLIGENCE INTELLIGENCE INTELLIGENCE INTELLIGENCE INTELLIGENCE INTELLIGENCE INTELLIGENCE HISTORY PSYCHOLOGY PSYCHOLOGY PSYCHOLOGY SOCIAL WORK SOCIAL WORK ARCHEOLOGY HUMAN RESOURCES MGT HUMAN RESOURCES MGT HUMAN RESOURCES MGT HUMAN RESOURCES MGT HUMAN RESOURCES ASSIST HUMAN RESOURCES ASSIST Grade or Work Level 11 12 13 14 15 III 14 12 V 07 09 11 III IV 07 12 15 V 13 11 12 12 04 11 06 05 11 00 07 09 11 12 13 14 15 00 02 13 I 11 12 11 09 12 12 13 04 06 Number Paid 1 1 1 2 1 1 1 1 1 6 12 3 3 2 9 1 1 1 2 1 1 2 2 1 1 15 1 2 2 5 6 8 8 1 1 1 1 1 1 3 1 3 1 1 1 1 7 3 Total Amount Paid $3,000 $5,000 $5,000 $6,000 $16,000 $10,000 $11,429 $13,555 $10,000 $24,576 $121,249 $35,558 $32,500 $35,500 $57,565 $15,720 $4,000 $30,000 $37,219 $7,000 $5,000 $25,000 $11,000 $7,000 $2,467 $37,005 $7,000 $70,000 $11,455 $39,885 $53,381 $31,856 $44,639 $5,000 $10,000 $3,383 $3,000 $6,887 $5,000 $12,500 $6,000 $5,000 $2,725 $14,100 $2,892 $5,000 $42,272 $10,367 Commerce (continued) Defense 2 Department or Agency Pay Plan GS GG ES NH DE GS GS GS GG GS GG GS GG GS GS GS GS GS GS GG GS GG GS GS GS GG GS GG NK GS GS GG GS AD DB GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0203 0260 0301 0301 0301 0301 0301 0301 0301 0301 0301 0301 0301 0301 0303 0303 0303 0318 0318 0318 0341 0343 0343 0343 0343 0343 0343 0343 0344 0346 0346 0391 0391 0401 0401 0401 0401 0401 0408 0415 0501 0501 0501 0503 0505 0510 0510 0510 Occupational Series Title HUMAN RESOURCES ASSIST EQUAL EMPLOYMENT OPPORTUNITY MISC ADMIN & PROG MISC ADMIN & PROG MISC ADMIN & PROG MISC ADMIN & PROG MISC ADMIN & PROG MISC ADMIN & PROG MISC ADMIN & PROG MISC ADMIN & PROG MISC ADMIN & PROG MISC ADMIN & PROG MISC ADMIN & PROG MISC ADMIN & PROG MISC CLERK & ASSISTANT MISC CLERK & ASSISTANT MISC CLERK & ASSISTANT SECRETARY SECRETARY SECRETARY ADMINISTRATIVE OFFICER MGT & PROG ANALYSIS MGT & PROG ANALYSIS MGT & PROG ANALYSIS MGT & PROG ANALYSIS MGT & PROG ANALYSIS MGT & PROG ANALYSIS MGT & PROG ANALYSIS MGT & PROG CLERICAL & ASSIST LOGISTICS MGT LOGISTICS MGT TELECOMMUNICATIONS TELECOMMUNICATIONS GEN NAT RESOURCES MGT & BIO SCI GEN NAT RESOURCES MGT & BIO SCI GEN NAT RESOURCES MGT & BIO SCI GEN NAT RESOURCES MGT & BIO SCI GEN NAT RESOURCES MGT & BIO SCI ECOLOGY TOXICOLOGY FINANCIAL ADMIN & PROG FINANCIAL ADMIN & PROG FINANCIAL ADMIN & PROG FINANCIAL CLERICAL & ASSIST FINANCIAL MGT ACCOUNTING ACCOUNTING ACCOUNTING Grade or Work Level 07 14 00 02 03 09 11 12 12 13 13 14 14 15 04 06 08 05 06 08 11 07 09 12 13 13 14 15 II 11 12 13 15 00 02 07 09 12 13 11 07 09 13 07 12 07 09 11 Number Paid 1 1 6 1 1 1 3 5 1 4 1 1 1 3 2 1 1 1 1 1 1 2 4 1 1 1 2 1 1 1 2 1 1 1 2 2 1 2 1 1 3 4 2 1 1 1 2 1 Total Amount Paid $3,507 $10,000 $140,800 $3,770 $3,000 $2,000 $20,047 $53,872 $2,891 $25,000 $10,000 $5,000 $10,000 $39,452 $13,968 $6,876 $8,463 $2,467 $4,657 $1,891 $6,000 $10,000 $16,000 $13,100 $15,000 $3,654 $13,000 $5,000 $5,000 $10,000 $27,601 $5,000 $20,000 $19,164 $21,152 $15,283 $9,347 $7,000 $7,342 $11,309 $22,365 $36,476 $9,000 $2,640 $10,844 $1,000 $8,000 $5,278 Defense (continued) 3 Department or Agency Pay Plan GS GS GS GS GS GS GS GS GS GS AD AD 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 AD Occ. Series 0510 0510 0511 0511 0511 0525 0560 0560 0561 0599 0601 0602 0602 0602 0602 0602 0603 0603 0610 0610 0610 0610 0610 0620 0620 0620 0633 0640 0640 0640 0640 0642 0647 0647 0649 0649 0660 0660 0662 0670 0671 0680 0680 0680 0680 0682 0690 0801 Occupational Series Title ACCOUNTING ACCOUNTING AUDITING AUDITING AUDITING ACCOUNTING TECHNICIAN BUDGET ANALYSIS BUDGET ANALYSIS BUDGET CLERICAL & ASSIST FINANCIAL MGT STDT TRAINEE GEN HEALTH SCIENCE MEDICAL OFFICER MEDICAL OFFICER MEDICAL OFFICER MEDICAL OFFICER MEDICAL OFFICER PHYSICIAN'S ASSISTANT PHYSICIAN'S ASSISTANT NURSE NURSE NURSE NURSE NURSE PRACTICAL NURSE PRACTICAL NURSE PRACTICAL NURSE PHYSICAL THERAPIST HEALTH AID & TECHNICIAN HEALTH AID & TECHNICIAN HEALTH AID & TECHNICIAN HEALTH AID & TECHNICIAN NUCLEAR MEDICINE TECHNICIAN DIAG RADIOLOGIC TECH DIAG RADIOLOGIC TECH MEDICAL INSTRUMENT TECHNICIAN MEDICAL INSTRUMENT TECHNICIAN PHARMACIST PHARMACIST OPTOMETRIST HEALTH SYSTEM ADMIN HEALTH SYSTEM SPECIALIST DENTAL OFFICER DENTAL OFFICER DENTAL OFFICER DENTAL OFFICER DENTAL HYGIENE INDUSTRIAL HYGIENE GEN ENGINEERING Grade or Work Level 12 14 05 07 09 07 07 09 07 07 00 00 12 13 14 15 11 12 09 10 11 12 13 04 05 06 12 04 07 08 12 05 07 08 08 09 11 12 12 13 12 11 12 13 14 13 11 00 Number Paid 1 1 10 88 24 1 1 2 3 1 1 1 2 4 34 18 22 5 7 21 24 11 1 1 6 5 2 3 1 1 2 1 4 2 2 2 17 9 1 1 1 1 1 32 1 2 1 3 Total Amount Paid $6,326 $22,092 $54,358 $566,927 $97,888 $7,641 $7,455 $8,000 $31,868 $7,641 $3,000 $45,025 $27,070 $77,023 $712,239 $445,679 $229,461 $43,023 $35,000 $112,080 $185,567 $188,611 $9,508 $3,000 $16,334 $11,705 $8,585 $18,012 $4,800 $4,602 $6,922 $4,301 $16,150 $15,309 $11,178 $4,500 $175,473 $52,483 $16,349 $7,478 $5,000 $9,868 $9,868 $526,792 $20,000 $10,188 $5,391 $35,000 Defense (continued) 4 Department or Agency Pay Plan DB DB NH NH GS GS GS GS GS GG DR GS GS GS GS DR GS GS GS GS GS GS GS DP DP ND ND ND GS GS GG GS GG GS GS GS GS GS DP DP ND GS GS GS GS DP DB DP Occ. Series 0801 0801 0801 0801 0801 0801 0801 0801 0801 0801 0801 0802 0803 0806 0806 0806 0808 0808 0810 0810 0819 0819 0819 0830 0830 0830 0830 0830 0830 0830 0830 0830 0830 0830 0830 0840 0840 0840 0850 0850 0850 0850 0850 0850 0850 0854 0854 0854 Occupational Series Title GEN ENGINEERING GEN ENGINEERING GEN ENGINEERING GEN ENGINEERING GEN ENGINEERING GEN ENGINEERING GEN ENGINEERING GEN ENGINEERING GEN ENGINEERING GEN ENGINEERING GEN ENGINEERING ENGINEERING TECHNICIAN SAFETY ENGINEERING MATERIALS ENGINEERING MATERIALS ENGINEERING MATERIALS ENGINEERING ARCH ARCH CIVIL ENGINEERING CIVIL ENGINEERING ENVIRON ENGINEERING ENVIRON ENGINEERING ENVIRON ENGINEERING MECHANICAL ENGINEERING MECHANICAL ENGINEERING MECHANICAL ENGINEERING MECHANICAL ENGINEERING MECHANICAL ENGINEERING MECHANICAL ENGINEERING MECHANICAL ENGINEERING MECHANICAL ENGINEERING MECHANICAL ENGINEERING MECHANICAL ENGINEERING MECHANICAL ENGINEERING MECHANICAL ENGINEERING NUCLEAR ENGINEERING NUCLEAR ENGINEERING NUCLEAR ENGINEERING ELECTRICAL ENGINEERING ELECTRICAL ENGINEERING ELECTRICAL ENGINEERING ELECTRICAL ENGINEERING ELECTRICAL ENGINEERING ELECTRICAL ENGINEERING ELECTRICAL ENGINEERING COMPUTER ENGINEERING COMPUTER ENGINEERING COMPUTER ENGINEERING Grade or Work Level 02 03 03 04 07 09 11 12 13 14 IV 07 07 05 09 IV 07 12 07 12 07 09 12 01 02 02 03 04 05 07 07 09 09 11 12 07 09 11 01 02 03 05 07 09 12 01 02 02 Number Paid 1 2 2 4 7 1 1 1 1 1 1 1 1 1 1 1 2 1 1 1 3 1 1 4 1 4 3 1 10 46 2 52 2 1 4 22 2 1 1 4 1 1 14 19 2 7 4 1 Total Amount Paid $2,500 $25,000 $13,787 $35,000 $40,868 $12,151 $10,000 $10,000 $5,273 $5,000 $10,000 $9,934 $9,934 $4,000 $12,151 $25,000 $14,934 $15,000 $9,934 $17,991 $29,802 $9,934 $13,555 $12,000 $3,000 $10,000 $11,500 $1,000 $84,482 $307,438 $20,000 $533,419 $12,000 $15,079 $34,110 $120,000 $12,000 $4,000 $3,000 $12,000 $3,000 $9,255 $131,216 $207,031 $21,555 $21,000 $17,500 $3,000 Defense (continued) 5 Department or Agency Pay Plan ND DB ND DB GG GS GS GS DR NP DP DB DP ND NH DB DP ND NH ND GS GS GG GS GG GS GG GS GS GG GS DR NP ES DB NH GS GG GS GG GS GS DR DR ND GS DP DP Occ. Series 0854 0854 0854 0854 0854 0854 0854 0854 0854 0854 0855 0855 0855 0855 0855 0855 0855 0855 0855 0855 0855 0855 0855 0855 0855 0855 0855 0855 0855 0855 0855 0855 0855 0861 0861 0861 0861 0861 0861 0861 0861 0861 0861 0861 0871 0871 0893 0893 Occupational Series Title COMPUTER ENGINEERING COMPUTER ENGINEERING COMPUTER ENGINEERING COMPUTER ENGINEERING COMPUTER ENGINEERING COMPUTER ENGINEERING COMPUTER ENGINEERING COMPUTER ENGINEERING COMPUTER ENGINEERING COMPUTER ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING AEROSPACE ENGINEERING AEROSPACE ENGINEERING AEROSPACE ENGINEERING AEROSPACE ENGINEERING AEROSPACE ENGINEERING AEROSPACE ENGINEERING AEROSPACE ENGINEERING AEROSPACE ENGINEERING AEROSPACE ENGINEERING AEROSPACE ENGINEERING AEROSPACE ENGINEERING NAVAL ARCH NAVAL ARCH CHEMICAL ENGINEERING CHEMICAL ENGINEERING Grade or Work Level 02 03 03 04 05 07 09 13 I III 01 02 02 02 02 03 03 03 03 04 05 07 07 09 09 11 11 12 13 13 14 I III 00 02 02 05 05 07 07 09 12 I II 02 07 01 03 Number Paid 4 1 1 1 1 8 12 2 1 1 6 6 3 36 7 1 1 3 3 2 8 58 1 15 1 1 1 7 2 1 1 3 1 1 2 2 1 1 13 4 1 6 2 1 1 4 1 1 Total Amount Paid $10,000 $4,000 $2,500 $10,057 $10,000 $93,294 $130,613 $14,000 $6,000 $4,000 $18,000 $51,240 $9,000 $160,000 $40,450 $2,000 $20,000 $9,000 $32,194 $3,000 $64,168 $552,718 $9,934 $133,964 $4,000 $2,000 $2,000 $31,162 $20,000 $10,000 $11,886 $9,500 $2,000 $17,500 $8,000 $14,000 $8,021 $3,000 $65,065 $39,736 $12,774 $45,176 $12,000 $15,000 $1,000 $16,000 $3,000 $10,000 Defense (continued) 6 Department or Agency Pay Plan GS GG GS GS GS GG GS DR GS GS GS GS GS GS GS GS GG GS ES GS GG DB DB GS NP DB AD ES GS GS GG DP GS GS GS GS GS GS DR ES DP ND GS GS DR GS SL DP Occ. Series 0893 0893 0893 0893 0896 0896 0896 0896 0899 0899 0905 0950 1101 1101 1102 1102 1102 1102 1301 1301 1301 1310 1310 1310 1310 1313 1320 1320 1320 1320 1320 1515 1515 1515 1515 1515 1515 1515 1515 1520 1520 1520 1520 1520 1520 1529 1550 1550 Occupational Series Title CHEMICAL ENGINEERING CHEMICAL ENGINEERING CHEMICAL ENGINEERING CHEMICAL ENGINEERING INDUSTRIAL ENGINEERING INDUSTRIAL ENGINEERING INDUSTRIAL ENGINEERING INDUSTRIAL ENGINEERING ENGINEERING & ARCH STDT TRAINEE ENGINEERING & ARCH STDT TRAINEE GEN ATTORNEY PARALEGAL SPECIALIST GEN BUSINESS & INDUSTRY GEN BUSINESS & INDUSTRY CONTRACTING CONTRACTING CONTRACTING CONTRACTING GEN PHYSICAL SCIENCE GEN PHYSICAL SCIENCE GEN PHYSICAL SCIENCE PHYSICS PHYSICS PHYSICS PHYSICS GEOPHYSICS CHEMISTRY CHEMISTRY CHEMISTRY CHEMISTRY CHEMISTRY OPS RESEARCH OPS RESEARCH OPS RESEARCH OPS RESEARCH OPS RESEARCH OPS RESEARCH OPS RESEARCH OPS RESEARCH MATHEMATICS MATHEMATICS MATHEMATICS MATHEMATICS MATHEMATICS MATHEMATICS MATHEMATICAL STATISTICS COMPUTER SCIENCE COMPUTER SCIENCE Grade or Work Level 07 07 09 12 07 07 09 I 03 04 12 09 05 15 07 09 13 14 00 11 14 02 04 12 III 04 00 00 07 09 13 01 07 09 11 12 14 15 III 00 01 03 07 09 IV 12 00 01 Number Paid 3 1 10 1 3 1 3 1 1 1 2 1 1 1 1 1 1 1 1 1 1 1 2 1 1 4 2 2 1 1 1 1 5 1 2 2 1 2 1 1 2 1 1 1 1 1 1 4 Total Amount Paid $27,890 $9,934 $102,402 $13,555 $31,331 $7,641 $39,256 $5,000 $4,000 $4,000 $31,546 $1,000 $2,468 $15,685 $3,000 $2,500 $3,761 $22,223 $40,000 $11,309 $12,000 $8,655 $35,318 $2,500 $3,300 $10,000 $20,000 $50,000 $7,641 $9,347 $3,654 $3,000 $38,205 $9,347 $10,556 $18,481 $15,550 $34,500 $7,000 $28,000 $6,000 $3,000 $7,641 $9,347 $25,000 $10,000 $25,000 $12,000 Defense (continued) 7 Department or Agency Pay Plan DP DB DP GS GS DR GS GS AD GS GG GG AD AD AD GS AD AD GG GS GS GS GS GS GS GS GS GS GS GS GG GS GG GS GG WS WG WS WG WG WG WG WG AD AD GS GS GS Occ. Series 1550 1550 1550 1550 1550 1550 1601 1601 1601 1670 1670 1670 1701 1701 1701 1702 1710 1710 1712 1811 2001 2003 2101 2181 2183 2210 2210 2210 2210 2210 2210 2210 2210 2210 2210 2602 3105 3105 3705 4804 5803 6501 6652 Occupational Series Title COMPUTER SCIENCE COMPUTER SCIENCE COMPUTER SCIENCE COMPUTER SCIENCE COMPUTER SCIENCE COMPUTER SCIENCE EQUIP FACILITIES, & SERVICES EQUIP FACILITIES, & SERVICES EQUIP FACILITIES, & SERVICES EQUIP SERVICES EQUIP SERVICES EQUIP SERVICES GEN EDUCATION & TRAINING GEN EDUCATION & TRAINING GEN EDUCATION & TRAINING EDUCATION & TRAINING TECHNICIAN EDUCATION & VOCATIONAL TRAINING EDUCATION & VOCATIONAL TRAINING TRAINING INSTRUCTION CRIMINAL INVESTIGATING GEN SUPPLY SUPPLY PROG MGT TRANSPORTATION SPECIALIST AIRCRAFT OP AIR NAVIGATION INFORMATION TECHNOLOGY MGT INFORMATION TECHNOLOGY MGT INFORMATION TECHNOLOGY MGT INFORMATION TECHNOLOGY MGT INFORMATION TECHNOLOGY MGT INFORMATION TECHNOLOGY MGT INFORMATION TECHNOLOGY MGT INFORMATION TECHNOLOGY MGT INFORMATION TECHNOLOGY MGT INFORMATION TECHNOLOGY MGT ELECTRONIC MEASUREMENT EQUIP MECHANIC FABRIC WORKING FABRIC WORKING NON-DESTRUCTIVE TESTING LOCKSMITHING HEAVY MOBILE EQUIP MECHANIC MISC AMMUN, EXPL, & TOXIC MATER WORK AIRCRAFT ORDNANCE SYSTEMS MECHANIC LANGUAGE ANALYST ORGANIZATIONAL MGMT SAFETY & OCC HEALTH MGT ENVIRON PROT SPECIALIST ECONOMIST Grade or Work Level 02 03 03 07 09 I 07 13 00 11 12 13 03 05 09 07 00 03 12 09 09 11 14 13 12 05 07 09 11 12 12 13 13 14 14 10 09 10 10 08 10 07 10 00 00 12 14 11 Number Paid 2 1 2 2 10 1 1 1 1 2 1 2 2 2 1 1 1 1 1 1 2 1 2 4 2 1 6 4 1 2 1 3 9 1 1 1 1 1 1 1 1 1 1 114 13 2 1 1 Total Amount Paid $6,000 $1,500 $30,000 $15,187 $105,805 $5,000 $7,703 $15,747 $8,000 $19,114 $5,000 $15,000 $7,500 $6,600 $25,000 $3,057 $26,668 $7,500 $10,000 $6,265 $23,226 $5,037 $43,061 $80,311 $26,748 $3,000 $57,580 $25,000 $14,929 $26,400 $3,072 $25,237 $40,025 $2,500 $4,190 $5,000 $3,000 $3,000 $7,550 $10,137 $3,000 $3,567 $3,000 $880,514 $40,000 $27,561 $6,400 $13,117 Defense (continued) * * 0018 0028 0110 Energy 8 Department or Agency Pay Plan GS GS GS GS GS GS ES GS EN EK EK Occ. Series 0130 0130 0201 0203 0301 0301 0340 0501 0801 0801 0801 0801 0801 0854 1101 1130 1301 1301 1301 1306 1515 2210 2210 0180 0301 0301 0601 0601 0601 0601 0601 0602 0602 0602 0603 0603 0603 0610 0610 0610 0610 0610 0610 0620 0633 0646 0647 0647 Occupational Series Title FOREIGN AFFAIRS FOREIGN AFFAIRS HUMAN RESOURCES MGT HUMAN RESOURCES ASSIST MISC ADMIN & PROG MISC ADMIN & PROG PROG MGT FINANCIAL ADMIN & PROG GEN ENGINEERING GEN ENGINEERING GEN ENGINEERING GEN ENGINEERING GEN ENGINEERING COMPUTER ENGINEERING GEN BUSINESS & INDUSTRY PUBLIC UTILITIES SPECIALIST GEN PHYSICAL SCIENCE GEN PHYSICAL SCIENCE GEN PHYSICAL SCIENCE HEALTH PHYSICS OPS RESEARCH INFORMATION TECHNOLOGY MGT INFORMATION TECHNOLOGY MGT PSYCHOLOGY MISC ADMIN & PROG MISC ADMIN & PROG GEN HEALTH SCIENCE GEN HEALTH SCIENCE GEN HEALTH SCIENCE GEN HEALTH SCIENCE GEN HEALTH SCIENCE MEDICAL OFFICER MEDICAL OFFICER MEDICAL OFFICER PHYSICIAN'S ASSISTANT PHYSICIAN'S ASSISTANT PHYSICIAN'S ASSISTANT NURSE NURSE NURSE NURSE NURSE NURSE PRACTICAL NURSE PHYSICAL THERAPIST PATHOLOGY TECHNICIAN DIAG RADIOLOGIC TECH DIAG RADIOLOGIC TECH Grade or Work Level 11 15 14 07 09 14 00 11 00 01 02 04 15 01 09 13 01 04 05 13 14 09 12 13 12 15 11 12 13 14 15 13 14 15 07 11 12 04 07 09 10 11 12 06 11 10 08 09 Number Paid 1 1 1 1 4 1 1 1 1 17 3 1 1 1 6 1 2 2 1 1 1 1 1 1 1 1 1 2 6 2 1 8 15 14 1 2 1 1 3 12 11 5 8 1 2 1 2 1 Total Amount Paid $10,000 $27,027 $9,647 $10,000 $29,092 $17,025 $10,000 $5,000 $5,000 $85,000 $15,000 $18,284 $5,000 $5,000 $13,701 $23,410 $10,000 $36,246 $12,000 $25,353 $8,800 $5,000 $4,000 $23,410 $1,500 $25,676 $12,708 $20,000 $59,706 $22,500 $15,000 $150,914 $248,960 $321,665 $11,718 $28,802 $9,753 $3,830 $18,548 $88,170 $89,226 $78,415 $130,638 $2,000 $8,823 $6,049 $6,826 $13,086 Energy (continued) EN GS EK GS GS EK EN EK 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 Health and Human Services 9 Department or Agency Pay Plan GS GS GS GS GS GS Occ. Series 0649 0660 0660 0660 0662 0662 0662 0665 0668 0680 0680 1102 1102 1530 0083 0301 0340 0501 0560 1811 1811 0318 0340 0340 1102 1315 1801 0083 0132 0132 0132 0132 0132 0132 0201 0201 0343 0343 0511 0602 0603 0603 0610 0610 0610 0610 0620 Occupational Series Title MEDICAL INSTRUMENT TECHNICIAN PHARMACIST PHARMACIST PHARMACIST OPTOMETRIST OPTOMETRIST OPTOMETRIST SPEECH PATHOLOGY & AUDIOLOGY PODIATRIST DENTAL OFFICER DENTAL OFFICER CONTRACTING CONTRACTING STATISTICS POLICE MISC ADMIN & PROG PROG MGT FINANCIAL ADMIN & PROG BUDGET ANALYSIS CRIMINAL INVESTIGATING CRIMINAL INVESTIGATING SECRETARY PROG MGT PROG MGT CONTRACTING HYDROLOGY GEN INSP, INV, & COMPLIANCE POLICE INTELLIGENCE INTELLIGENCE INTELLIGENCE INTELLIGENCE INTELLIGENCE INTELLIGENCE HUMAN RESOURCES MGT HUMAN RESOURCES MGT MGT & PROG ANALYSIS MGT & PROG ANALYSIS AUDITING MEDICAL OFFICER PHYSICIAN'S ASSISTANT PHYSICIAN'S ASSISTANT NURSE NURSE NURSE NURSE PRACTICAL NURSE Grade or Work Level 10 11 12 13 09 11 12 11 14 11 14 13 14 14 08 00 00 12 09 07 11 09 00 13 14 11 11 12 07 09 11 12 13 14 09 15 09 13 12 15 09 11 09 09 10 11 07 Number Paid 1 1 2 1 1 1 1 1 1 4 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 31 37 12 7 2 4 1 1 5 4 1 2 1 3 1 2 3 1 1 Total Amount Paid $1,000 $16,588 $41,567 $16,119 $13,575 $14,703 $19,686 $9,738 $27,666 $62,807 $27,665 $5,000 $8,000 $20,678 $9,000 $10,941 $32,400 $8,133 $10,000 $8,660 $10,000 $3,750 $13,979 $10,417 $4,167 $7,083 $6,250 $17,621 $152,595 $254,222 $103,929 $49,007 $26,120 $36,509 $3,739 $24,469 $30,528 $20,000 $10,800 $61,246 $12,774 $50,517 $10,000 $20,000 $15,000 $16,965 $2,500 Health and Human Services (continued) GS GS GS GS GS GS GS GS GS ES ES Homeland Security GS GS GS GS GS ES GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Interior Justice 10 Department or Agency Pay Plan GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0660 0680 1035 1040 1320 2210 2210 2210 2210 2210 0110 0301 1529 1529 1529 2210 2210 2210 0020 0020 0028 0110 0343 0510 0801 0802 0810 0810 0810 0830 2101 2125 2199 0132 0201 0301 0301 0301 0510 2210 0601 0602 0620 0620 0633 0647 0660 0830 Occupational Series Title PHARMACIST DENTAL OFFICER PUBLIC AFFAIRS LANGUAGE SPECIALIST CHEMISTRY INFORMATION TECHNOLOGY MGT INFORMATION TECHNOLOGY MGT INFORMATION TECHNOLOGY MGT INFORMATION TECHNOLOGY MGT INFORMATION TECHNOLOGY MGT ECONOMIST MISC ADMIN & PROG MATHEMATICAL STATISTICS MATHEMATICAL STATISTICS MATHEMATICAL STATISTICS INFORMATION TECHNOLOGY MGT INFORMATION TECHNOLOGY MGT INFORMATION TECHNOLOGY MGT COMMUNITY PLANNING COMMUNITY PLANNING ENVIRON PROT SPECIALIST ECONOMIST MGT & PROG ANALYSIS ACCOUNTING GEN ENGINEERING ENGINEERING TECHNICIAN CIVIL ENGINEERING CIVIL ENGINEERING CIVIL ENGINEERING MECHANICAL ENGINEERING TRANSPORTATION SPECIALIST HIGHWAY SAFETY TRANSPORTATION STDT TRAINEE INTELLIGENCE HUMAN RESOURCES MGT MISC ADMIN & PROG MISC ADMIN & PROG MISC ADMIN & PROG ACCOUNTING INFORMATION TECHNOLOGY MGT GEN HEALTH SCIENCE MEDICAL OFFICER PRACTICAL NURSE PRACTICAL NURSE PHYSICAL THERAPIST DIAG RADIOLOGIC TECH PHARMACIST MECHANICAL ENGINEERING Grade or Work Level 11 12 15 12 14 09 11 12 13 15 13 09 07 09 12 12 13 13 09 14 09 09 14 12 15 05 05 07 09 07 15 14 11 09 12 11 13 15 07 13 12 14 03 04 09 07 13 06 Number Paid 1 2 1 7 1 3 1 2 2 3 1 15 1 3 1 2 2 1 5 1 3 1 2 1 1 1 1 2 4 1 1 1 1 1 1 1 3 1 2 1 1 2 2 1 1 1 1 1 Total Amount Paid $14,702 $27,002 $24,469 $98,918 $19,048 $12,500 $5,011 $23,404 $31,470 $49,125 $12,000 $117,000 $8,000 $24,000 $12,000 $6,000 $19,721 $11,217 $16,500 $3,000 $10,500 $3,000 $10,000 $5,000 $11,262 $2,000 $6,000 $6,000 $14,000 $2,000 $5,000 $15,000 $15,700 $10,000 $5,017 $17,052 $66,679 $27,720 $8,196 $10,000 $5,000 $30,954 $3,536 $1,838 $16,512 $9,374 $10,000 $1,500 Justice (continued) Labor GS GS GS GS State GS GS GS GS GS GS GS GS Transportation GS GS GS GS GS GS GS GS GS GS GS Treasury GS GS GS GS GS GS GS GS GS GS GS GS Veterans Affairs 11 Department or Agency Veterans Affairs (continued) INDEPENDENT AGENCIES Broadcasting Board of Governors Chemical Safety and Hazard Investigation Board Consumer Product Safety Commission Pay Plan GS Occ. Series 1102 Occupational Series Title CONTRACTING Grade or Work Level 11 Number Paid 3 Total Amount Paid $5,000 GS GS GS GS GS GS GS GS ES GS GS GS GS GS GS GS GS GS GS GS GS 1071 0301 1801 1801 1801 0801 0028 0028 0401 0401 0690 0893 1301 1301 2210 0110 0301 0904 0904 0905 0201 0301 0501 1101 0180 0201 0201 0201 0301 0343 0501 0602 0801 0801 0801 0801 0801 0806 0806 0854 0855 0861 0861 0861 AUDIOVISUAL PRODUCTION MISC ADMIN & PROG GEN INSP, INV, & COMPLIANCE GEN INSP, INV, & COMPLIANCE GEN INSP, INV, & COMPLIANCE GEN ENGINEERING ENVIRON PROT SPECIALIST ENVIRON PROT SPECIALIST GEN NAT RESOURCES MGT & BIO SCI GEN NAT RESOURCES MGT & BIO SCI INDUSTRIAL HYGIENE CHEMICAL ENGINEERING GEN PHYSICAL SCIENCE GEN PHYSICAL SCIENCE INFORMATION TECHNOLOGY MGT ECONOMIST MISC ADMIN & PROG LAW CLERK LAW CLERK GEN ATTORNEY HUMAN RESOURCES MGT MISC ADMIN & PROG FINANCIAL ADMIN & PROG GEN BUSINESS & INDUSTRY PSYCHOLOGY HUMAN RESOURCES MGT HUMAN RESOURCES MGT HUMAN RESOURCES MGT MISC ADMIN & PROG MGT & PROG ANALYSIS FINANCIAL ADMIN & PROG MEDICAL OFFICER GEN ENGINEERING GEN ENGINEERING GEN ENGINEERING GEN ENGINEERING GEN ENGINEERING MATERIALS ENGINEERING MATERIALS ENGINEERING COMPUTER ENGINEERING ELECTRONICS ENGINEERING AEROSPACE ENGINEERING AEROSPACE ENGINEERING AEROSPACE ENGINEERING 14 07 07 12 14 12 09 11 00 15 12 09 13 15 15 12 07 11 12 13 07 15 14 12 14 07 09 13 13 00 07 15 00 00 12 13 14 09 12 07 15 09 11 12 1 1 1 1 2 1 1 1 1 2 1 1 1 1 1 4 1 6 2 1 1 1 1 1 1 1 1 1 1 2 1 2 5 1 1 4 1 1 1 2 1 2 1 3 $25,000 $5,000 $2,200 $2,115 $53,526 $25,000 $10,841 $650 $10,000 $40,000 $7,500 $12,227 $15,000 $10,000 $13,514 $31,000 $1,000 $60,000 $20,000 $12,000 $7,200 $25,000 $15,000 $15,362 $2,000 $4,000 $4,500 $20,445 $8,000 $15,100 $5,000 $16,000 $189,325 $32,747 $2,000 $8,000 $8,000 $5,000 $3,000 $12,000 $24,469 $15,000 $1,000 $16,500 Environmental Protection Agency Federal Trade Commission General Services Administration GS GS GS GS GS GS GS GS AD GS GS ES National Aeronautics and Space Administration AD GS GS GS GS GS GS GS GS GS GS 12 Department or Agency Pay Plan GS GS GS GS GS GS GS GS GS GS Occ. Series 0861 0861 0899 0905 0905 1035 1102 1301 1550 1720 0241 0602 1320 1360 0901 0301 0501 0905 1082 0340 2210 0301 0856 1001 2210 2210 2210 2210 0904 0905 Occupational Series Title AEROSPACE ENGINEERING AEROSPACE ENGINEERING ENGINEERING & ARCH STDT TRAINEE GEN ATTORNEY GEN ATTORNEY PUBLIC AFFAIRS CONTRACTING GEN PHYSICAL SCIENCE COMPUTER SCIENCE EDUCATION PROG MEDIATION MEDICAL OFFICER CHEMISTRY OCEANOGRAPHY GEN LEGAL & KINDRED ADMIN MISC ADMIN & PROG FINANCIAL ADMIN & PROG GEN ATTORNEY WRITING & EDITING PROG MGT INFORMATION TECHNOLOGY MGT MISC ADMIN & PROG ELECTRONICS TECHNICIAN GEN ARTS & INFORMATION INFORMATION TECHNOLOGY MGT INFORMATION TECHNOLOGY MGT INFORMATION TECHNOLOGY MGT INFORMATION TECHNOLOGY MGT LAW CLERK GEN ATTORNEY Grade or Work Level 13 14 06 11 13 11 09 12 15 12 13 00 04 03 09 09 00 13 13 14 14 12 11 09 14 12 13 14 11 12 Number Paid 7 3 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 6 7 Total Amount Paid $35,000 $11,000 $6,000 $12,872 $2,500 $3,700 $1,500 $12,000 $5,000 $5,000 $14,000 $15,910 $13,771 $5,000 $2,500 $7,500 $35,000 $4,000 $4,000 $5,000 $9,131 $5,000 $5,500 $5,000 $7,836 $5,000 $1,000 $25,000 $40,000 $52,000 National Aeronautics and Space Administration (continued) National Mediation Board National Science Foundation Office of Personnel Management Overseas Private Investment Corporation Pension Benefit Guarantee Corporation Small Business Administration GS ES AD AD GS GS SL GS GS GS GS GS GS GS GS GS GS GS GS GS Smithsonian Institution Social Security Administration Tax Court * For incentives without series numbers, the organization reporting these occupations does not use OPM’s occupational series designations. 13 Relocation Incentives Grade or Work Level 09 13 15 14 05 13 12 12 11 12 09 11 12 14 13 06 09 07 09 13 14 14 12 11 09 13 09 11 12 13 14 15 09 12 04 13 04 04 11 12 13 14 11 11 12 Department or Agency DEPARTMENTS 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 ZP GS ZP ZP GS GS GS Occ. Series 0193 0201 0201 0301 0305 0340 0343 0413 0414 0457 0460 0460 0460 0460 0701 0704 0856 0890 1082 1102 1102 1165 1170 1370 1529 1529 1530 1530 1530 1530 1530 1530 1980 2210 0482 1340 1360 2210 0018 0018 0018 0018 0020 0021 0028 Occupational Series Title ARCHEOLOGY HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT MISC ADMIN & PROGRAM MAIL & FILE PROGRAM MANAGEMENT MANAGEMENT & PROGRAM ANALYSIS PHYSIOLOGY ENTOMOLOGY SOIL CONSERVATION FORESTRY FORESTRY FORESTRY FORESTRY VETERINARY MEDICAL SCIENCE ANIMAL HEALTH TECHNICIAN ELECTRONICS TECHNICIAN AGRICULTURAL ENGINEERING WRITING & EDITING CONTRACTING CONTRACTING LOAN SPECIALIST REALTY CARTOGRAPHY MATHEMATICAL STATISTICS MATHEMATICAL STATISTICS STATISTICS STATISTICS STATISTICS STATISTICS STATISTICS STATISTICS AGRICULTURAL COMMODITY GRADING INFORMATION TECHNOLOGY MANAGEMENT FISH BIOLOGY METEOROLOGY OCEANOGRAPHY INFORMATION TECHNOLOGY MANAGEMENT SAFETY & OCC HEALTH MANAGEMENT SAFETY & OCC HEALTH MANAGEMENT SAFETY & OCC HEALTH MANAGEMENT SAFETY & OCC HEALTH MANAGEMENT COMMUNITY PLANNING COMMUNITY PLANNING TECHNICIAN ENVIRON PROT SPECIALIST Number Paid 1 1 1 2 1 1 1 1 1 1 1 1 2 1 1 1 1 1 1 1 1 1 1 1 2 1 3 7 1 10 6 3 1 1 1 1 1 1 1 3 2 2 2 1 1 Total Amount Paid $5,000 $4,000 $32,095 $32,683 $5,000 $4,560 $3,524 $14,711 $5,000 $21,370 $5,917 $7,852 $16,265 $5,000 $14,007 $3,576 $2,451 $5,690 $1,240 $16,334 $5,000 $2,030 $16,145 $7,000 $3,864 $6,627 $6,863 $16,434 $5,422 $51,580 $24,890 $19,867 $13,325 $4,600 $15,000 $13,729 $26,663 $15,000 $10,000 $51,519 $39,417 $19,002 $19,007 $10,000 $14,458 Agriculture Commerce Defense GS GS GS GS 14 Department or Agency Pay Plan GS GS GS GS GS GS GS GS GG GS GS GS GS NH GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS ES NH GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0028 0030 0080 0081 0101 0101 0110 0132 0132 0132 0180 0185 0185 0188 0201 0201 0201 0201 0201 0201 0203 0203 0301 0301 0301 0301 0301 0301 0303 0303 0303 0303 0318 0318 0340 0340 0340 0340 0340 0341 0341 0341 0342 0343 0343 0346 0346 0346 Occupational Series Title ENVIRON PROT SPECIALIST SPORTS SPECIALIST SECURITY ADMIN FIRE PROT & PREVENTION SOCIAL SCIENCE SOCIAL SCIENCE ECONOMIST INTELLIGENCE INTELLIGENCE INTELLIGENCE PSYCHOLOGY SOCIAL WORK SOCIAL WORK RECREATION SPECIALIST HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES ASSISTANCE HUMAN RESOURCES ASSISTANCE MISC ADMIN & PROGRAM MISC ADMIN & PROGRAM MISC ADMIN & PROGRAM MISC ADMIN & PROGRAM MISC ADMIN & PROGRAM MISC ADMIN & PROGRAM MISC CLERK & ASSISTANT MISC CLERK & ASSISTANT MISC CLERK & ASSISTANT MISC CLERK & ASSISTANT SECRETARY SECRETARY PROGRAM MANAGEMENT PROGRAM MANAGEMENT PROGRAM MANAGEMENT PROGRAM MANAGEMENT PROGRAM MANAGEMENT ADMINISTRATIVE OFFICER ADMINISTRATIVE OFFICER ADMINISTRATIVE OFFICER SUPPORT SERVICES ADMIN MANAGEMENT & PROGRAM ANALYSIS MANAGEMENT & PROGRAM ANALYSIS LOGISTICS MANAGEMENT LOGISTICS MANAGEMENT LOGISTICS MANAGEMENT Grade or Work Level 13 09 13 12 11 12 12 12 12 13 12 12 13 02 09 11 12 13 14 15 05 07 09 10 11 12 13 14 05 06 07 11 06 07 00 04 13 14 15 09 12 13 06 09 12 11 12 13 Number Paid 1 1 2 1 1 2 1 1 2 1 2 1 1 1 2 2 3 5 1 1 2 2 1 1 3 3 1 2 4 1 7 1 1 1 1 1 1 1 2 1 2 1 1 2 1 2 4 2 Total Amount Paid $18,805 $7,000 $26,299 $13,555 $10,000 $15,000 $18,805 $10,000 $23,555 $16,250 $16,811 $10,047 $2,000 $4,500 $17,354 $14,858 $42,816 $45,217 $5,000 $23,153 $6,418 $11,207 $1,500 $5,000 $30,745 $34,451 $17,731 $37,623 $27,086 $9,170 $45,483 $12,000 $9,425 $6,000 $37,300 $5,000 $16,254 $8,127 $42,123 $10,254 $28,465 $5,000 $3,668 $14,235 $5,000 $25,043 $58,777 $34,044 Defense (continued) 15 Department or Agency Pay Plan GS GS GS GS ES 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 ES DB NH DB NH ND GS GS GS GS GS GS GS GS NH GS Occ. Series 0401 0486 0501 0501 0505 0505 0505 0505 0510 0510 0510 0525 0560 0560 0560 0561 0601 0602 0602 0602 0610 0610 0633 0640 0640 0646 0647 0660 0667 0671 0680 0690 0801 0801 0801 0801 0801 0801 0801 0801 0801 0801 0802 0802 0802 0802 0803 0809 Occupational Series Title GEN NATURAL RESOURCES MGT & BIO SCI WILDLIFE BIOLOGY FINANCIAL ADMIN & PROGRAM FINANCIAL ADMIN & PROGRAM FINANCIAL MANAGEMENT FINANCIAL MANAGEMENT FINANCIAL MANAGEMENT FINANCIAL MANAGEMENT ACCOUNTING ACCOUNTING ACCOUNTING ACCOUNTING TECHNICIAN BUDGET ANALYSIS BUDGET ANALYSIS BUDGET ANALYSIS BUDGET CLERICAL & ASSISTANCE GENERAL HEALTH SCIENCE MEDICAL OFFICER MEDICAL OFFICER MEDICAL OFFICER NURSE NURSE PHYSICAL THERAPIST HEALTH AID & TECHNICIAN HEALTH AID & TECHNICIAN PATHOLOGY TECHNICIAN DIAGNOSTIC RADIOLOGIC TECHNOLOGIST PHARMACIST ORTHOTIST & PROSTHETIST HEALTH SYSTEM SPECIALIST DENTAL OFFICER INDUSTRIAL HYGIENE GENERAL ENGINEERING GENERAL ENGINEERING GENERAL ENGINEERING GENERAL ENGINEERING GENERAL ENGINEERING GENERAL ENGINEERING GENERAL ENGINEERING GENERAL ENGINEERING GENERAL ENGINEERING GENERAL ENGINEERING ENGINEERING TECHNICIAN ENGINEERING TECHNICIAN ENGINEERING TECHNICIAN ENGINEERING TECHNICIAN SAFETY ENGINEERING CONSTRUCTION CONTROL Grade or Work Level 12 12 09 11 00 11 14 15 11 12 13 07 13 14 15 06 11 13 14 15 10 11 11 07 09 05 07 11 09 11 14 12 00 02 02 03 04 05 12 13 14 15 05 09 11 12 04 08 Number Paid 2 1 2 1 1 1 1 1 1 2 3 1 1 1 2 1 1 1 4 1 1 5 1 1 1 1 1 12 1 2 1 1 3 3 1 1 1 1 3 6 1 1 1 3 1 4 1 1 Total Amount Paid $20,639 $10,000 $10,000 $4,524 $37,300 $5,000 $20,000 $3,465 $14,007 $40,618 $41,043 $5,000 $17,194 $26,000 $26,400 $3,464 $7,464 $10,000 $46,023 $4,000 $2,000 $53,976 $10,000 $8,151 $4,661 $7,896 $2,000 $12,352 $5,000 $7,500 $24,763 $6,877 $45,000 $15,000 $25,209 $5,000 $10,000 $25,209 $43,976 $75,355 $10,456 $5,000 $8,660 $30,482 $5,964 $57,073 $15,000 $11,528 Defense (continued) 16 Department or Agency Pay Plan GS GS GS GS GS GS GS GS DP GS GS GS GS GS GS GS ND NH GS GS GS DE NT DB GS GS GS ND GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0809 0809 0809 0810 0810 0810 0810 0819 0830 0830 0830 0830 0840 0850 0850 0850 0854 0855 0855 0855 0855 0856 0856 0861 0861 0861 0861 0871 0895 0896 0899 0905 0905 0950 1016 1035 1035 1035 1099 1101 1101 1101 1101 1102 1102 1102 1102 1102 Occupational Series Title CONSTRUCTION CONTROL CONSTRUCTION CONTROL CONSTRUCTION CONTROL CIVIL ENGINEERING CIVIL ENGINEERING CIVIL ENGINEERING CIVIL ENGINEERING ENVIRON ENGINEERING MECHANICAL ENGINEERING MECHANICAL ENGINEERING MECHANICAL ENGINEERING MECHANICAL ENGINEERING NUCLEAR ENGINEERING ELECTRICAL ENGINEERING ELECTRICAL ENGINEERING ELECTRICAL ENGINEERING COMPUTER ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS TECHNICIAN ELECTRONICS TECHNICIAN AEROSPACE ENGINEERING AEROSPACE ENGINEERING AEROSPACE ENGINEERING AEROSPACE ENGINEERING NAVAL ARCHITECTURE INDUSTRIAL ENGINEERING TECHNICIAN INDUSTRIAL ENGINEERING ENGINEERING & ARCH STDT TRAINEE GENERAL ATTORNEY GENERAL ATTORNEY PARALEGAL SPECIALIST MUSEUM SPECIALIST & TECHNICIAN PUBLIC AFFAIRS PUBLIC AFFAIRS PUBLIC AFFAIRS INFORMATION & ARTS STDT TRAINEE GENERAL BUSINESS & INDUSTRY GENERAL BUSINESS & INDUSTRY GENERAL BUSINESS & INDUSTRY GENERAL BUSINESS & INDUSTRY CONTRACTING CONTRACTING CONTRACTING CONTRACTING CONTRACTING Grade or Work Level 09 11 12 11 12 13 14 12 03 11 12 14 12 05 12 13 03 02 07 12 13 03 04 03 07 09 11 04 09 12 04 13 14 12 11 11 13 14 04 06 07 13 15 09 11 12 13 14 Number Paid 3 6 3 5 14 6 6 1 1 2 4 1 1 1 3 1 1 2 1 2 1 1 1 1 1 1 1 1 1 1 6 1 1 1 1 1 1 1 7 1 1 1 1 2 6 9 5 2 Total Amount Paid $30,372 $67,654 $30,434 $41,753 $180,028 $61,307 $68,386 $17,194 $6,000 $16,848 $47,135 $20,954 $12,000 $5,000 $45,900 $18,268 $2,000 $10,000 $2,000 $19,000 $20,974 $6,500 $9,388 $9,422 $5,000 $7,000 $2,500 $15,000 $10,844 $10,000 $15,000 $8,635 $10,000 $14,007 $13,555 $14,458 $11,004 $8,000 $23,000 $7,641 $10,155 $15,239 $5,000 $8,825 $32,783 $91,734 $50,610 $19,610 Defense (continued) 17 Department or Agency Pay Plan GS GS GS GS GS GS GS GS NO GS GS GS GS GS GS GS AD GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS DJ GS GS GS GS GS WG WS WG WL WG WS WS WG AD Occ. Series 1103 1144 1144 1170 1170 1171 1173 1199 1222 1315 1515 1550 1601 1640 1670 1670 1701 1701 1740 1810 1910 1910 1910 2001 2001 2003 2010 2030 2130 2130 2152 2181 2181 2210 2210 2210 2210 2210 2210 2805 3414 5401 6907 7002 7404 8801 8852 Occupational Series Title INDUSTRIAL PROPERTY MANAGEMENT COMMISSARY MANAGEMENT COMMISSARY MANAGEMENT REALTY REALTY APPRAISING HOUSING MANAGEMENT BUSINESS & INDUSTRY STDT TRAINEE PATENT ATTORNEY HYDROLOGY OPERATIONS RESEARCH COMPUTER SCIENCE EQUIP FACILITIES, & SERVICES FACILITY OPERATIONS SERVICES EQUIP SERVICES EQUIP SERVICES GENERAL EDUCATION & TRAINING GENERAL EDUCATION & TRAINING EDUCATION SERVICES GENERAL INVESTIGATING QUALITY ASSURANCE QUALITY ASSURANCE QUALITY ASSURANCE GENERAL SUPPLY GENERAL SUPPLY SUPPLY PROGRAM MANAGEMENT INVENTORY MANAGEMENT DISTRIB FACILITIES & STORAGE MGT TRAFFIC MANAGEMENT TRAFFIC MANAGEMENT AIR TRAFFIC CONTROL AIRCRAFT OPERATION AIRCRAFT OPERATION INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT ELECTRICIAN MACHINING MISC INDUSTRIAL EQUIP OPERATION MATERIALS HANDLER PACKING COOK MISC AIRCRAFT OVERHAUL AIRCRAFT MECHANIC ACQ/BUSINESS MGMT Grade or Work Level 12 10 11 11 13 13 14 04 04 12 13 13 11 12 09 11 00 11 11 12 12 12 13 09 11 12 09 14 11 12 11 12 13 03 07 11 12 13 13 10 10 10 05 06 05 10 10 00 Number Paid 2 1 1 1 1 1 1 14 1 1 1 1 1 2 1 1 1 2 1 2 2 1 1 2 1 1 1 1 1 1 2 1 1 1 1 4 12 13 1 1 1 1 2 1 1 1 1 3 Total Amount Paid $54,220 $4,119 $9,953 $16,119 $22,223 $10,000 $10,000 $35,000 $5,000 $16,119 $30,000 $20,953 $11,547 $9,023 $12,151 $4,976 $10,000 $10,000 $10,000 $25,000 $19,247 $12,290 $13,755 $17,785 $14,007 $13,755 $11,309 $12,461 $7,395 $9,163 $28,274 $5,422 $19,209 $15,904 $1,000 $20,717 $52,716 $30,284 $10,000 $5,422 $5,796 $11,016 $13,753 $10,844 $1,800 $4,050 $11,097 $32,466 Defense (continued) * 18 Department or Agency Pay Plan AD AD AD AD AD AD AD AD AD AD AD AD AD AD AD AD AD AD AD AD AD AD AD AD AD AD AD AD EJ GS ES EK GS GS GS EK GS WB GS GS GS GS Occ. Series Occupational Series Title ADMINISTRATIVE OFFICER COLLECTION COMPUTER SCIENCE CORPORATE LEADERSHIP ELEC. ENGINEERING ENGINEERING/SCIENCE FACILITY MANAGEMENT HUMAN RESOURCES INFO SYSTEMS ANALYSIS INFO TECH MANAGEMENT INTELLIGENCE ANALYST INVENTORY MANAGEMENT LANGUAGE ANALYST LOGISTICS MANAGE/PROGRAM ANAL. MATHEMATICS MULTIMEDIA NETWORKING/TELECOM OCCUPATIONAL HEALTH ORGANIZATIONAL MGMT PROGRAM MANAGEMENT SECURITY SIGNAL ANALYSIS SUPPORT SERVICES ORGANIZATIONAL MGMT ENGINEERING INTELLIGENCE ANALYST MATHEMATICS INTELLIGENCE PROGRAM MANAGEMENT GENERAL ENGINEERING GENERAL ENGINEERING GENERAL ENGINEERING GENERAL ENGINEERING SAFETY ENGINEERING FIRE PROT ENGINEERING TRANSPORTATION SPECIALIST MISC ELECTRICAL INSTALL & MAINT HEALTH INSURANCE ADMIN HUMAN RESOURCES MANAGEMENT MISC ADMIN & PROGRAM MEDICAL OFFICER MEDICAL OFFICER NURSE NURSE DIAGNOSTIC RADIOLOGIC TECHNOLOGIST CONSUMER SAFETY CONSUMER SAFETY 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 00 00 00 00 00 00 00 04 14 00 05 13 15 15 04 15 00 11 12 15 14 15 09 10 09 11 12 Number Paid 2 19 33 3 1 33 2 8 3 1 73 1 51 1 3 7 2 2 1 26 1 12 7 3 13 1 1 1 1 1 1 1 1 1 1 1 1 4 1 1 1 2 2 2 4 1 1 1 Total Amount Paid $15,298 $425,545 $290,582 $51,393 $21,814 $425,037 $26,585 $88,979 $16,235 $7,307 $834,619 $6,145 $635,054 $5,422 $14,627 $62,204 $17,306 $29,083 $5,784 $302,378 $5,784 $100,856 $71,515 $12,776 $264,907 $37,300 $34,777 $37,300 $11,800 $15,086 $25,473 $20,901 $18,609 $30,040 $10,000 $22,631 $26,232 $64,300 $9,000 $5,000 $5,000 $37,103 $47,117 $10,343 $25,933 $7,748 $5,348 $6,296 Defense (continued) * * * * * * * * * * * * * * * * * * * * * * * * * * * * 0132 0340 0801 0801 0801 0801 0803 0804 2101 2801 0107 0201 0301 0602 0602 0610 0610 0647 0696 0696 Energy Health and Human Services GS GS GS GS GS GS 19 Department or Agency Health and Human Services (continued) Pay Plan GS GS GS GS GS GS GS GS GS GS GS GS GS ES GS GS GS GS Occ. Series 0696 0802 1102 1862 0346 0905 1102 1102 1740 1896 1896 1896 0201 0340 0340 0340 0343 0401 0485 1102 1170 1315 1315 1640 1810 0006 0301 0301 0303 0303 0341 0343 0905 0905 0905 0905 1811 1811 1811 1811 1811 1811 1811 1811 0106 0142 0142 0142 Occupational Series Title CONSUMER SAFETY ENGINEERING TECHNICIAN CONTRACTING CONSUMER SAFETY INSPECTION LOGISTICS MANAGEMENT GENERAL ATTORNEY CONTRACTING CONTRACTING EDUCATION SERVICES BORDER PATROL AGENT BORDER PATROL AGENT BORDER PATROL AGENT HUMAN RESOURCES MANAGEMENT PROGRAM MANAGEMENT PROGRAM MANAGEMENT PROGRAM MANAGEMENT MANAGEMENT & PROGRAM ANALYSIS GEN NATURAL RESOURCES MGT & BIO SCI WILDLIFE REFUGE MANAGEMENT CONTRACTING REALTY HYDROLOGY HYDROLOGY FACILITY OPERATIONS SERVICES GENERAL INVESTIGATING CORRECTIONAL INSTITUTION ADMIN MISC ADMIN & PROGRAM MISC ADMIN & PROGRAM MISC CLERK & ASSISTANT MISC CLERK & ASSISTANT ADMINISTRATIVE OFFICER MANAGEMENT & PROGRAM ANALYSIS GENERAL ATTORNEY GENERAL ATTORNEY GENERAL ATTORNEY GENERAL ATTORNEY CRIMINAL INVESTIGATING CRIMINAL INVESTIGATING CRIMINAL INVESTIGATING CRIMINAL INVESTIGATING CRIMINAL INVESTIGATING CRIMINAL INVESTIGATING CRIMINAL INVESTIGATING CRIMINAL INVESTIGATING UNEMPLOYMENT INSURANCE MANPOWER DEVELOPMENT MANPOWER DEVELOPMENT MANPOWER DEVELOPMENT Grade or Work Level 13 09 13 12 13 14 12 14 13 09 11 12 11 00 13 15 13 14 13 14 12 11 13 13 14 00 00 11 08 10 14 13 13 15 21 29 00 07 10 11 12 13 14 15 13 11 12 14 Number Paid 2 1 1 1 1 1 1 2 1 5 25 2 1 1 1 2 1 1 1 1 1 1 1 1 1 2 1 4 1 1 1 1 1 3 1 1 6 1 11 9 3 15 4 2 2 1 5 2 Total Amount Paid $16,700 $11,840 $10,000 $6,498 $9,670 $19,683 $18,677 $31,602 $10,613 $23,182 $162,445 $18,977 $10,981 $16,667 $5,000 $70,000 $16,567 $17,733 $19,294 $8,333 $7,500 $8,333 $17,462 $8,333 $17,500 $14,000 $5,000 $53,156 $5,924 $8,030 $5,000 $7,307 $3,000 $21,000 $8,216 $11,800 $162,970 $7,500 $165,000 $130,000 $45,814 $190,314 $53,453 $32,147 $23,534 $7,464 $44,604 $41,399 Homeland Security Interior GS GS GS GS GS GS GS ES AD GS GS GS GS GS GS GS Justice AD AD ES GS GS GS GS GS GS GS GS GS GS GS Labor 20 Department or Agency Labor (continued) Pay Plan GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS IR GS GS GS GS GS GS GS GS IR GS Occ. Series 0301 0343 2210 0020 1515 0080 0201 0203 0203 0260 0303 0303 0305 0318 0318 0340 0341 0343 0343 0344 0361 0391 0501 0501 0512 0512 0512 0526 0526 0526 0526 0526 0592 0592 0592 0801 0930 0962 1035 1169 1169 1169 1169 1171 1802 1811 1811 1811 Occupational Series Title MISC ADMIN & PROGRAM MANAGEMENT & PROGRAM ANALYSIS INFORMATION TECHNOLOGY MANAGEMENT COMMUNITY PLANNING OPERATIONS RESEARCH SECURITY ADMIN HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES ASSISTANCE HUMAN RESOURCES ASSISTANCE EQUAL EMPLOYMENT OPPORTUNITY MISC CLERK & ASSISTANT MISC CLERK & ASSISTANT MAIL & FILE SECRETARY SECRETARY PROGRAM MANAGEMENT ADMINISTRATIVE OFFICER MANAGEMENT & PROGRAM ANALYSIS MANAGEMENT & PROGRAM ANALYSIS MGT & PROGRAM CLERICAL & ASSISTANCE EQUAL OPPORTUNITY ASSISTANCE TELECOMMUNICATIONS FINANCIAL ADMIN & PROGRAM FINANCIAL ADMIN & PROGRAM INTERNAL REVENUE AGENT INTERNAL REVENUE AGENT INTERNAL REVENUE AGENT TAX SPECIALIST TAX SPECIALIST TAX SPECIALIST TAX SPECIALIST TAX SPECIALIST TAX EXAMINING TAX EXAMINING TAX EXAMINING GENERAL ENGINEERING HEARINGS & APPEALS CONTACT REPRESENTATIVE PUBLIC AFFAIRS INTERNAL REVENUE OFFICER INTERNAL REVENUE OFFICER INTERNAL REVENUE OFFICER INTERNAL REVENUE OFFICER APPRAISING COMPLIANCE INSP & SUPPORT CRIMINAL INVESTIGATING CRIMINAL INVESTIGATING CRIMINAL INVESTIGATING Grade or Work Level 12 13 13 13 14 12 12 06 07 12 04 05 04 05 07 01 11 13 14 07 07 11 11 13 05 11 13 01 05 07 09 11 06 08 09 13 14 08 13 07 09 11 12 12 07 01 04 07 Number Paid 1 1 1 1 1 1 1 1 1 1 1 1 1 4 1 1 1 2 1 2 2 1 3 3 1 1 2 1 1 1 4 4 1 1 1 1 2 1 1 1 3 3 4 1 1 1 1 1 Total Amount Paid $15,362 $17,824 $6,000 $10,000 $20,000 $5,000 $15,000 $9,988 $11,098 $5,000 $5,000 $5,000 $5,000 $20,000 $5,000 $5,000 $5,000 $10,000 $5,000 $20,000 $14,749 $5,000 $15,000 $15,000 $5,000 $5,000 $10,000 $5,000 $5,000 $5,000 $20,000 $20,000 $5,000 $5,000 $5,000 $5,000 $10,000 $5,000 $5,000 $9,960 $20,791 $24,320 $20,000 $5,000 $5,000 $25,000 $15,000 $5,000 Transportation Treasury GS IR GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS IR IR GS 21 Department or Agency Pay Plan GS GS GS GS IR GS GS GS GS GS GS GS Occ. Series 1811 1811 1811 1811 2210 2210 0501 0801 0996 0996 1811 2003 Occupational Series Title CRIMINAL INVESTIGATING CRIMINAL INVESTIGATING CRIMINAL INVESTIGATING CRIMINAL INVESTIGATING INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT FINANCIAL ADMIN & PROGRAM GENERAL ENGINEERING VETERANS CLAIMS EXAMINING VETERANS CLAIMS EXAMINING CRIMINAL INVESTIGATING SUPPLY PROGRAM MANAGEMENT Grade or Work Level 11 13 14 15 04 13 13 13 13 14 09 12 Number Paid 1 2 6 1 1 1 1 1 1 1 1 1 Total Amount Paid $5,000 $30,000 $90,000 $15,000 $5,000 $5,000 $1,860 $9,000 $5,000 $5,000 $4,860 $2,834 Treasury (continued) Veterans Affairs INDEPENDENT AGENCIES GS GS General Services Administration GS GS GS GS GS GS GS ES GS GS ES GS GS National Aeronautics and Space Administration GS GS GS GS GS GS AD GS GS GS Pension Benefit Guarantee Corporation GS 0808 1101 1101 1102 1102 1176 1601 0201 0201 0301 0318 0341 0801 0801 0801 0855 0861 0861 0861 0861 0905 1102 1102 1102 1222 0511 ARCHITECTURE GENERAL BUSINESS & INDUSTRY GENERAL BUSINESS & INDUSTRY CONTRACTING CONTRACTING BUILDING MANAGEMENT EQUIP FACILITIES, & SERVICES HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT MISC ADMIN & PROGRAM SECRETARY ADMINISTRATIVE OFFICER GENERAL ENGINEERING GENERAL ENGINEERING GENERAL ENGINEERING ELECTRONICS ENGINEERING AEROSPACE ENGINEERING AEROSPACE ENGINEERING AEROSPACE ENGINEERING AEROSPACE ENGINEERING GENERAL ATTORNEY CONTRACTING CONTRACTING CONTRACTING PATENT ATTORNEY AUDITING 14 09 14 13 13 12 11 13 15 00 07 13 00 13 15 14 11 13 14 15 13 00 14 15 15 14 1 1 1 1 2 1 1 1 1 4 1 1 5 2 5 1 1 2 2 2 1 1 1 3 1 1 $24,128 $9,347 $15,000 $10,000 $30,000 $7,500 $4,500 $13,224 $23,153 $124,600 $3,500 $10,316 $158,800 $21,072 $76,232 $10,000 $5,000 $12,549 $6,000 $45,684 $4,000 $24,763 $14,172 $72,282 $12,000 $15,000 * For incentives without series numbers, the organization reporting these occupations does not use OPM’s occupational series designations. 22 Retention Incentives Grade or Work Level 12 14 15 11 13 12 15 14 12 11 12 00 14 15 12 15 13 09 13 11 09 12 14 III III 00 V 12 12 11 13 13 14 15 06 05 05 06 06 07 07 08 08 09 Department or Agency DEPARTMENTS Pay Plan GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0180 0201 0301 0341 0391 0401 0401 0414 0460 0462 0501 0701 0701 0701 0801 0801 1102 1105 1382 1712 1980 2210 2210 0083 0802 1310 1515 0018 0028 0060 0080 0080 0080 0080 0081 0083 0083 0083 0083 0083 0083 0083 0083 0083 Occupational Series Title PSYCHOLOGY HUMAN RESOURCES MANAGEMENT MISC ADMIN & PROGRAM ADMINISTRATIVE OFFICER TELECOMMUNICATIONS GEN NATURAL RESOURCES MGT & BIO SCI GEN NATURAL RESOURCES MGT & BIO SCI ENTOMOLOGY FORESTRY FORESTRY TECHNICIAN FINANCIAL ADMIN & PROGRAM VETERINARY MEDICAL SCIENCE VETERINARY MEDICAL SCIENCE VETERINARY MEDICAL SCIENCE GENERAL ENGINEERING GENERAL ENGINEERING CONTRACTING PURCHASING FOOD TECHNOLOGY TRAINING INSTRUCTION AGRICULTURAL COMMODITY GRADING INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT POLICE ENGINEERING TECHNICIAN PHYSICS OPERATIONS RESEARCH SAFETY & OCC HEALTH MANAGEMENT ENVIRON PROT SPECIALIST CHAPLAIN SECURITY ADMIN SECURITY ADMIN SECURITY ADMIN SECURITY ADMIN FIRE PROT & PREVENTION POLICE POLICE POLICE POLICE POLICE POLICE POLICE POLICE POLICE Number Paid 1 1 1 1 1 1 2 1 1 1 1 1 4 2 2 1 1 1 1 1 1 2 2 2 2 1 2 1 2 1 1 22 10 2 3 7 4 6 1 2 32 2 4 1 Total Amount Paid $16,000 $28,721 $14,233 $11,762 $18,269 $17,685 $33,163 $4,318 $8,154 $8,381 $16,265 $30,085 $85,414 $41,229 $26,413 $24,627 $7,853 $7,078 $11,933 $3,882 $12,018 $36,630 $18,101 $3,752 $4,638 $2,017 $3,694 $4,195 $8,281 $12,317 $10,269 $188,960 $94,976 $21,424 $1,390 $20,006 $6,960 $19,883 $1,940 $5,335 $76,273 $4,046 $4,082 $1,105 Agriculture ST GS GS GS GS GS GS GS GS GS GS GS ZS ZT ST ZP GS GS GS GS GG GG GG GS Commerce Defense GS GG GS GG GS GG GS GG GG 23 Department or Agency Pay Plan GG GG GS GS GS GS DP 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 GS GS GS GS Occ. Series 0083 0083 0085 0085 0085 0132 0180 0180 0185 0201 0201 0201 0201 0201 0201 0203 0203 0203 0203 0301 0301 0301 0301 0301 0301 0303 0318 0318 0318 0318 0335 0335 0340 0340 0340 0340 0341 0341 0341 0341 0342 0343 0343 0343 0343 0343 0343 0344 POLICE POLICE Occupational Series Title Grade or Work Level 11 13 05 06 08 12 04 13 12 07 09 11 12 13 14 04 05 06 07 09 11 12 13 14 15 06 05 06 07 08 07 09 12 13 14 15 09 11 12 14 08 07 09 11 12 13 15 07 Number Paid 1 1 12 5 1 1 1 2 1 1 7 2 6 2 1 2 2 8 8 5 8 3 1 4 1 7 1 9 2 1 3 1 1 1 16 22 2 1 1 1 1 2 8 1 1 4 1 1 Total Amount Paid $6,498 $1,105 $18,902 $11,460 $2,122 $20,243 $3,815 $14,407 $4,473 $4,048 $21,164 $2,977 $37,428 $16,775 $10,833 $3,637 $5,616 $16,263 $24,199 $20,649 $33,308 $23,793 $11,903 $32,565 $13,233 $12,596 $2,730 $12,632 $2,131 $4,493 $6,570 $4,348 $2,899 $1,417 $116,074 $237,637 $9,850 $13,948 $6,401 $11,784 $3,456 $5,400 $30,162 $1,401 $1,413 $19,343 $11,824 $2,078 SECURITY GUARD SECURITY GUARD SECURITY GUARD INTELLIGENCE PSYCHOLOGY PSYCHOLOGY SOCIAL WORK HUMAN RESOURCES MANAGEMENT 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 MISC ADMIN & PROGRAM MISC ADMIN & PROGRAM MISC ADMIN & PROGRAM MISC ADMIN & PROGRAM MISC ADMIN & PROGRAM MISC ADMIN & PROGRAM MISC CLERK & ASSISTANT SECRETARY SECRETARY SECRETARY SECRETARY COMPUTER CLERK & ASSISTANT COMPUTER CLERK & ASSISTANT PROGRAM MANAGEMENT PROGRAM MANAGEMENT PROGRAM MANAGEMENT PROGRAM MANAGEMENT ADMINISTRATIVE OFFICER ADMINISTRATIVE OFFICER ADMINISTRATIVE OFFICER ADMINISTRATIVE OFFICER SUPPORT SERVICES ADMIN MANAGEMENT & PROGRAM ANALYSIS MANAGEMENT & PROGRAM ANALYSIS MANAGEMENT & PROGRAM ANALYSIS MANAGEMENT & PROGRAM ANALYSIS MANAGEMENT & PROGRAM ANALYSIS MANAGEMENT & PROGRAM ANALYSIS MGT & PROG CLERICAL & ASSISTANCE Defense (continued) 24 Department or Agency Pay Plan GS GS GS GS GS GS GS NH GS GS GS GS GS DB GS DB ES 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 0346 0346 0346 0390 0390 0390 0390 0391 0391 0391 0391 0392 0392 0401 0401 0413 0501 0501 0503 0503 0505 0505 0510 0510 0510 0525 0525 0525 0540 0540 0540 0545 0545 0545 0560 0560 0560 0560 0601 0601 0602 0602 0602 0603 0603 0603 0603 0610 Occupational Series Title LOGISTICS MANAGEMENT LOGISTICS MANAGEMENT LOGISTICS MANAGEMENT TELECOMMUNICATIONS PROCESS TELECOMMUNICATIONS PROCESS TELECOMMUNICATIONS PROCESS TELECOMMUNICATIONS PROCESS TELECOMMUNICATIONS TELECOMMUNICATIONS TELECOMMUNICATIONS TELECOMMUNICATIONS GENERAL TELECOMMUNICATIONS GENERAL TELECOMMUNICATIONS GEN NATURAL RESOURCES MGT & BIO SCI GEN NATURAL RESOURCES MGT & BIO SCI PHYSIOLOGY FINANCIAL ADMIN & PROGRAM FINANCIAL ADMIN & PROGRAM FINANCIAL CLERICAL & ASSISTANCE FINANCIAL CLERICAL & ASSISTANCE FINANCIAL MANAGEMENT FINANCIAL MANAGEMENT ACCOUNTING ACCOUNTING ACCOUNTING ACCOUNTING TECHNICIAN ACCOUNTING TECHNICIAN ACCOUNTING TECHNICIAN VOUCHER EXAMINING VOUCHER EXAMINING VOUCHER EXAMINING MILITARY PAY MILITARY PAY MILITARY PAY BUDGET ANALYSIS BUDGET ANALYSIS BUDGET ANALYSIS BUDGET ANALYSIS GENERAL HEALTH SCIENCE GENERAL HEALTH SCIENCE MEDICAL OFFICER MEDICAL OFFICER MEDICAL OFFICER PHYSICIAN'S ASSISTANT PHYSICIAN'S ASSISTANT PHYSICIAN'S ASSISTANT PHYSICIAN'S ASSISTANT NURSE Grade or Work Level 12 13 14 05 06 07 09 03 09 11 12 05 07 03 12 03 00 14 08 09 12 13 11 12 13 06 07 08 05 06 08 06 07 08 09 11 12 14 09 11 13 14 15 07 09 11 12 07 Number Paid 4 1 3 12 5 4 1 1 3 2 8 4 1 1 1 1 1 1 1 3 1 2 1 7 1 2 3 2 1 2 2 7 2 2 2 1 3 1 5 4 10 28 51 1 2 46 10 1 Total Amount Paid $23,570 $500 $28,105 $23,360 $13,701 $11,233 $3,945 $1,407 $7,890 $23,379 $22,607 $10,364 $3,464 $11,754 $9,759 $13,321 $14,735 $9,695 $1,585 $12,874 $7,034 $9,441 $16,026 $17,021 $4,298 $4,412 $7,905 $4,743 $2,855 $3,252 $5,517 $13,417 $2,777 $4,996 $7,631 $1,524 $8,766 $12,588 $19,752 $28,341 $72,988 $241,746 $526,495 $2,469 $6,962 $153,799 $138,720 $1,361 Defense (continued) 25 Department or Agency 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 GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0610 0610 0610 0610 0610 0620 0620 0620 0621 0622 0633 0640 0640 0640 0640 0640 0644 0644 0645 0645 0645 0646 0647 0647 0647 0647 0647 0647 0649 0649 0649 0651 0660 0660 0660 0660 0662 0671 0671 0671 0675 0675 0679 0680 0680 0682 0690 0690 NURSE NURSE NURSE NURSE NURSE Occupational Series Title Grade or Work Level 09 10 11 12 13 02 05 06 06 06 11 04 05 07 08 11 11 12 04 04 05 08 05 06 07 08 09 10 06 08 09 08 10 11 12 13 12 09 11 12 06 09 04 11 12 07 11 12 Number Paid 5 5 115 130 6 1 10 18 3 1 5 5 5 1 1 1 1 12 8 4 2 1 2 2 1 9 4 1 4 4 1 1 1 13 14 1 2 1 1 1 2 1 3 2 3 1 3 1 Total Amount Paid $17,515 $8,541 $233,750 $460,746 $18,103 $1,693 $11,970 $22,425 $3,649 $263 $13,710 $2,088 $4,156 $1,063 $685 $2,262 $4,072 $1,612 $4,472 $6,880 $1,360 $5,280 $1,489 $1,633 $988 $6,667 $28,351 $684 $461 $3,807 $892 $314 $1,128 $47,838 $54,207 $1,424 $12,122 $5,063 $210 $6,923 $1,320 $924 $1,485 $10,314 $2,555 $865 $8,912 $9,265 PRACTICAL NURSE PRACTICAL NURSE PRACTICAL NURSE NURSING ASSISTANT MEDICAL SUPPLY AIDE & TECHNICIAN PHYSICAL THERAPIST HEALTH AID & TECHNICIAN HEALTH AID & TECHNICIAN HEALTH AID & TECHNICIAN HEALTH AID & TECHNICIAN HEALTH AID & TECHNICIAN MEDICAL TECHNOLOGIST MEDICAL TECHNOLOGIST MEDICAL TECHNICIAN MEDICAL TECHNICIAN MEDICAL TECHNICIAN PATHOLOGY 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 MEDICAL INSTRUMENT TECHNICIAN RESPIRATORY THERAPIST PHARMACIST PHARMACIST PHARMACIST PHARMACIST OPTOMETRIST HEALTH SYSTEM SPECIALIST HEALTH SYSTEM SPECIALIST HEALTH SYSTEM SPECIALIST MEDICAL RECORDS TECHNICIAN MEDICAL RECORDS TECHNICIAN MEDICAL SUPPORT ASSISTANCE DENTAL OFFICER DENTAL OFFICER DENTAL HYGIENE INDUSTRIAL HYGIENE INDUSTRIAL HYGIENE Defense (continued) 26 Department or Agency Pay Plan ND ND GS GS GS GS GS GS ND GS GS GS GS GS DP ND GG GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS DB ND ND GS GS GS DB DP ND GG GS GS Occ. Series 0801 0801 0801 0801 0810 0810 0819 0819 0830 0830 0850 0850 0854 0854 0855 0855 0855 0893 0905 0905 0905 1035 1035 1084 1101 1101 1101 1102 1102 1102 1102 1105 1106 1106 1173 1301 1313 1320 1320 1411 1515 1515 1550 1550 1550 1550 1601 1601 Occupational Series Title GENERAL ENGINEERING GENERAL ENGINEERING GENERAL ENGINEERING GENERAL ENGINEERING CIVIL ENGINEERING CIVIL ENGINEERING ENVIRON ENGINEERING ENVIRON ENGINEERING MECHANICAL ENGINEERING MECHANICAL ENGINEERING ELECTRICAL ENGINEERING ELECTRICAL ENGINEERING COMPUTER ENGINEERING COMPUTER ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING ELECTRONICS ENGINEERING CHEMICAL ENGINEERING GENERAL ATTORNEY GENERAL ATTORNEY GENERAL ATTORNEY PUBLIC AFFAIRS PUBLIC AFFAIRS VISUAL INFORMATION GENERAL BUSINESS & INDUSTRY GENERAL BUSINESS & INDUSTRY GENERAL BUSINESS & INDUSTRY CONTRACTING CONTRACTING CONTRACTING CONTRACTING PURCHASING PROCUREMENT CLERICAL & TECHNICIAN PROCUREMENT CLERICAL & TECHNICIAN HOUSING MANAGEMENT GENERAL PHYSICAL SCIENCE GEOPHYSICS CHEMISTRY CHEMISTRY LIBRARY TECHNICIAN OPERATIONS RESEARCH OPERATIONS RESEARCH COMPUTER SCIENCE COMPUTER SCIENCE COMPUTER SCIENCE COMPUTER SCIENCE EQUIP FACILITIES, & SERVICES EQUIP FACILITIES, & SERVICES Grade or Work Level 04 05 11 12 12 13 12 13 04 11 09 11 11 12 04 04 13 09 12 13 15 12 13 11 06 09 15 09 11 12 13 07 05 07 14 12 04 04 05 08 13 14 04 04 04 15 11 12 Number Paid 1 1 1 1 3 6 2 2 2 1 1 1 1 1 2 2 2 1 1 2 2 1 1 2 1 1 3 10 11 11 3 2 1 3 1 3 1 1 1 1 2 1 1 1 1 2 2 3 Total Amount Paid $8,506 $11,044 $5,300 $8,817 $16,762 $38,173 $8,714 $22,724 $10,203 $6,005 $1,150 $4,700 $1,232 $10,495 $4,530 $8,701 $13,120 $1,150 $6,907 $13,778 $28,358 $8,714 $1,782 $4,242 $1,430 $5,818 $27,095 $22,025 $37,203 $37,203 $25,797 $4,324 $1,918 $9,618 $12,588 $17,502 $9,388 $5,659 $10,662 $6,431 $5,742 $1,538 $7,170 $715 $2,087 $17,348 $13,831 $17,905 Defense (continued) 27 Department or Agency Pay Plan GS GS GS GS AD AD AD AD AD GS GS GS GS NH GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS WS WS NL WG WG WS NL NS NA NL NS NA NS WL Occ. Series 1601 1601 1640 1640 1701 1701 1701 1701 1701 1701 1712 1740 1801 1910 1910 1910 2003 2003 2005 2005 2101 2102 2102 2110 2130 2181 2181 2181 2183 2210 2210 2210 2210 2210 2604 2604 2805 3105 3105 3401 4607 4607 4607 4607 4749 4749 4749 5408 Occupational Series Title EQUIP FACILITIES, & SERVICES EQUIP FACILITIES, & SERVICES FACILITY OPERATIONS SERVICES FACILITY OPERATIONS SERVICES GENERAL EDUCATION & TRAINING GENERAL EDUCATION & TRAINING GENERAL EDUCATION & TRAINING GENERAL EDUCATION & TRAINING GENERAL EDUCATION & TRAINING GENERAL EDUCATION & TRAINING TRAINING INSTRUCTION EDUCATION SERVICES GEN INSP, INVESTIGATION, & COMPLIANCE QUALITY ASSURANCE QUALITY ASSURANCE QUALITY ASSURANCE SUPPLY PROGRAM MANAGEMENT SUPPLY PROGRAM MANAGEMENT SUPPLY CLERICAL & TECHNICIAN SUPPLY CLERICAL & TECHNICIAN TRANSPORTATION SPECIALIST TRANSPORTATION CLERK & ASSISTANT TRANSPORTATION CLERK & ASSISTANT TRANSPORTATION INDUSTRY ANALYSIS TRAFFIC MANAGEMENT AIRCRAFT OPERATION AIRCRAFT OPERATION AIRCRAFT OPERATION AIR NAVIGATION INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT ELECTRONICS MECHANIC ELECTRONICS MECHANIC ELECTRICIAN FABRIC WORKING FABRIC WORKING MISC MACHINE TOOL WORK CARPENTER CARPENTER CARPENTER CARPENTER MAINT MECHANIC MAINT MECHANIC MAINT MECHANIC WASTEWATER TREATMENT PLANT OPERATOR Grade or Work Level 13 14 11 12 03 05 07 09 11 12 11 13 09 03 09 13 09 11 06 07 14 06 08 09 11 12 13 14 12 09 11 12 13 14 10 14 11 09 11 10 10 10 11 11 08 10 11 09 Number Paid 2 4 1 3 1 1 4 5 1 1 3 1 1 1 1 1 7 2 2 3 11 1 3 1 5 4 126 4 3 2 35 60 17 5 2 1 3 2 1 1 3 2 6 2 1 1 5 1 Total Amount Paid $17,045 $25,002 $5,926 $26,203 $3,578 $25,000 $95,631 $122,171 $30,805 $20,774 $18,750 $1,030 $2,441 $698 $6,358 $915 $21,764 $12,874 $944 $13,525 $71,496 $619 $13,525 $6,915 $13,955 $37,255 $723,975 $31,239 $11,852 $6,493 $85,187 $305,803 $28,708 $41,803 $12,835 $2,609 $5,040 $3,809 $2,183 $6,103 $5,040 $3,360 $10,080 $3,360 $1,680 $2,892 $8,400 $1,930 Defense (continued) 28 Department or Agency Pay Plan WG WG WS WS NA WG WS WG WG WG WG WG WG WS AD AD AD AD AD AD GS GS GS GS GS AD ES GS GS EK EN GS GS Occ. Series 5408 5413 5803 5803 5823 6641 6641 6904 6907 6907 6912 6912 8602 9925 Occupational Series Title WASTEWATER TREATMENT PLANT OPERATOR FUEL DISTRIB SYSTEM OPERATOR HEAVY MOBILE EQUIP MECHANIC HEAVY MOBILE EQUIP MECHANIC AUTOMOTIVE MECHANIC ORDNANCE EQUIP MECHANIC ORDNANCE EQUIP MECHANIC TOOLS & PARTS ATTENDING MATERIALS HANDLER MATERIALS HANDLER MATERIALS EXAMINING & IDENTIFYING MATERIALS EXAMINING & IDENTIFYING AIRCRAFT ENGINE MECHANIC ABLE SEAMAN-MAINT COMPUTER SCIENCE ENGINEERING/SCIENCE LANGUAGE ANALYST ORGANIZATIONAL MGMT. GENERAL ENGINEERING COMPUTER SCIENCE NUCLEAR MATERIALS COURIER NUCLEAR MATERIALS COURIER NUCLEAR MATERIALS COURIER MISC ADMIN & PROGRAM MISC ADMIN & PROGRAM SUPERVISORY POWER SYSTEM DISPATCHER PROGRAM MANAGEMENT PROGRAM MANAGEMENT PROGRAM MANAGEMENT GENERAL ENGINEERING GENERAL ENGINEERING GENERAL ENGINEERING GENERAL ENGINEERING FIRE PROT ENGINEERING ELECTRICAL ENGINEERING ELECTRICAL ENGINEERING ELECTRICAL ENGINEERING ELECTRICAL ENGINEERING COMPUTER ENGINEERING GENERAL ATTORNEY PARALEGAL SPECIALIST GENERAL BUSINESS & INDUSTRY PUBLIC UTILITIES SPECIALIST GENERAL PHYSICAL SCIENCE GENERAL PHYSICAL SCIENCE GENERAL PHYSICAL SCIENCE TRANSPORTATION SPECIALIST Grade or Work Level 10 08 09 12 10 10 10 06 06 11 06 07 10 09 00 00 00 00 00 00 09 10 11 13 14 06 00 14 15 04 04 14 15 14 11 12 13 14 14 15 11 05 14 04 13 14 15 Number Paid 4 3 1 1 4 7 1 1 10 1 1 1 2 2 2 5 9 1 1 1 6 2 2 1 1 1 1 1 3 3 3 22 2 1 1 1 3 1 1 2 1 1 2 2 2 5 2 Total Amount Paid $1,930 $4,733 $5,946 $6,870 $6,462 $3,935 $383 $1,381 $15,002 $447 $1,493 $2,053 $992 $9,559 $15,759 $31,083 $48,901 $7,502 $8,320 $277 $25,062 $9,506 $10,444 $7,443 $14,032 $15,090 $31,779 $5,681 $61,746 $32,742 $36,858 $218,247 $36,014 $20,429 $8,545 $18,172 $25,980 $23,388 $12,640 $29,159 $5,728 $22,379 $35,907 $18,994 $18,248 $48,802 $37,422 Defense (continued) * * * * * * 0084 0084 0084 0301 0301 0303 0340 0340 0340 0801 0801 0801 0801 0804 0850 0850 0850 0850 0854 0905 0950 1101 1130 1301 1301 1301 2101 Energy GS GS GS GS GS GS GS GS EJ GS EK GS GS GS 29 Department or Agency Energy (continued) Pay Plan GS GS GS GS GS ES GS GS GS GS ES GS GS GS GM GS RS GS GS GS GS GS GS GS GS GS ES GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 2210 0083 0101 0101 0201 0301 0301 0301 0301 0303 0341 0343 0343 0343 0401 0403 0405 0405 0405 0405 0405 0413 0415 0440 0505 0510 0560 0601 0601 0601 0602 0602 0602 0603 0610 0610 0610 0610 0610 0610 0610 0610 0620 0620 0633 0640 0644 0644 POLICE Occupational Series Title INFORMATION TECHNOLOGY MANAGEMENT SOCIAL SCIENCE SOCIAL SCIENCE HUMAN RESOURCES MANAGEMENT MISC ADMIN & PROGRAM MISC ADMIN & PROGRAM MISC ADMIN & PROGRAM MISC ADMIN & PROGRAM MISC CLERK & ASSISTANT ADMINISTRATIVE OFFICER MANAGEMENT & PROGRAM ANALYSIS MANAGEMENT & PROGRAM ANALYSIS MANAGEMENT & PROGRAM ANALYSIS GEN NATURAL RESOURCES MGT & BIO SCI MICROBIOLOGY PHARMACOLOGY PHARMACOLOGY PHARMACOLOGY PHARMACOLOGY PHARMACOLOGY PHYSIOLOGY TOXICOLOGY GENETICS FINANCIAL MANAGEMENT ACCOUNTING BUDGET ANALYSIS GENERAL HEALTH SCIENCE GENERAL HEALTH SCIENCE GENERAL HEALTH SCIENCE MEDICAL OFFICER MEDICAL OFFICER MEDICAL OFFICER PHYSICIAN'S ASSISTANT NURSE NURSE NURSE NURSE NURSE NURSE NURSE NURSE PRACTICAL NURSE PRACTICAL NURSE PHYSICAL THERAPIST HEALTH AID & TECHNICIAN MEDICAL TECHNOLOGIST MEDICAL TECHNOLOGIST Grade or Work Level 13 09 14 15 13 00 12 14 15 15 00 13 14 15 14 13 00 12 13 14 15 14 13 14 15 14 00 12 14 15 13 14 15 11 05 07 09 10 11 12 13 14 05 06 11 07 10 11 Number Paid 1 1 3 1 2 1 1 2 4 1 2 1 1 3 1 1 4 2 65 73 24 1 7 1 1 1 1 2 3 4 3 98 273 4 2 6 82 104 40 12 1 1 1 8 3 1 3 2 Total Amount Paid $7,023 $5,459 $31,813 $12,474 $22,638 $34,300 $6,498 $19,147 $76,377 $13,514 $30,238 $11,781 $7,776 $54,019 $11,488 $8,382 $45,117 $14,464 $588,271 $760,272 $296,949 $22,132 $61,816 $22,558 $15,478 $2,916 $23,395 $20,657 $71,376 $91,082 $42,230 $1,204,370 $4,306,046 $65,443 $10,572 $33,703 $541,951 $763,854 $321,114 $144,037 $10,057 $11,555 $8,961 $48,828 $29,565 $9,106 $19,764 $5,138 Health and Human Services 30 Department or Agency 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 GM GS GS RS GS GS RS GS GS GS GS GS GS GS GS GS Occ. Series 0644 0645 0645 0647 0647 0647 0647 0647 0660 0660 0660 0660 0662 0662 0668 0668 0680 0680 0680 0680 0680 0681 0696 0701 0801 0905 1001 1001 1035 1101 1102 1102 1320 1320 1320 1529 1529 1529 1529 2210 2210 2210 2210 0080 0080 0080 0083 0083 Occupational Series Title MEDICAL TECHNOLOGIST MEDICAL TECHNICIAN MEDICAL TECHNICIAN DIAGNOSTIC RADIOLOGIC TECHNOLOGIST DIAGNOSTIC RADIOLOGIC TECHNOLOGIST DIAGNOSTIC RADIOLOGIC TECHNOLOGIST DIAGNOSTIC RADIOLOGIC TECHNOLOGIST DIAGNOSTIC RADIOLOGIC TECHNOLOGIST PHARMACIST PHARMACIST PHARMACIST PHARMACIST OPTOMETRIST OPTOMETRIST PODIATRIST PODIATRIST DENTAL OFFICER DENTAL OFFICER DENTAL OFFICER DENTAL OFFICER DENTAL OFFICER DENTAL ASSISTANT CONSUMER SAFETY VETERINARY MEDICAL SCIENCE GENERAL ENGINEERING GENERAL ATTORNEY GENERAL ARTS & INFORMATION GENERAL ARTS & INFORMATION PUBLIC AFFAIRS GENERAL BUSINESS & INDUSTRY CONTRACTING CONTRACTING CHEMISTRY CHEMISTRY CHEMISTRY MATHEMATICAL STATISTICS MATHEMATICAL STATISTICS MATHEMATICAL STATISTICS MATHEMATICAL STATISTICS INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT SECURITY ADMIN SECURITY ADMIN SECURITY ADMIN POLICE POLICE Grade or Work Level 12 04 07 06 07 08 09 10 11 12 13 14 11 12 13 14 11 12 13 14 15 05 13 15 12 15 14 15 15 15 12 13 00 14 15 00 13 14 15 12 13 14 15 09 11 12 05 06 Number Paid 1 1 1 2 2 3 1 1 6 2 1 4 3 3 3 5 6 10 1 2 1 2 1 1 1 2 1 1 2 1 1 1 1 2 1 1 24 40 7 1 1 3 6 1 5 5 2 2 Total Amount Paid $9,086 $2,792 $3,528 $17,650 $16,964 $32,438 $5,358 $15,099 $67,432 $21,235 $20,409 $43,007 $49,275 $52,336 $47,181 $102,998 $79,211 $130,550 $4,835 $55,330 $12,127 $5,990 $9,472 $26,888 $19,686 $23,908 $25,514 $18,574 $32,396 $20,270 $10,166 $14,582 $12,500 $21,504 $13,514 $13,347 $212,624 $423,292 $95,051 $4,653 $8,475 $26,155 $110,322 $430 $4,850 $12,391 $3,312 $2,258 Health and Human Services (continued) Homeland Security GS GS GS 31 Department or Agency Pay Plan GS GS GS GS GS Occ. Series 0083 0083 0083 0201 0301 0560 0850 1102 1811 1896 2101 2210 0083 0083 0083 0083 0083 0083 0083 0201 0301 0318 0340 0340 0340 0802 0850 0006 0132 0132 0201 0301 0301 0340 0341 0343 0603 0610 0610 0610 0620 0620 0855 0905 0986 0986 1550 2210 POLICE POLICE POLICE Occupational Series Title Grade or Work Level 07 08 09 14 14 14 12 13 00 00 15 15 06 07 08 09 10 11 12 15 15 10 00 12 13 11 12 15 12 13 15 11 15 15 14 14 11 09 10 11 05 07 14 28 06 07 14 15 Number Paid 4 8 1 1 1 1 2 1 2 1 1 3 6 9 5 2 1 1 1 1 1 1 1 1 1 1 1 4 1 1 2 1 1 1 1 1 2 1 18 4 3 1 1 1 2 1 1 2 Total Amount Paid $8,075 $9,580 $2,778 $14,026 $8,760 $15,572 $6,741 $8,158 $43,580 $24,303 $6,696 $19,994 $46,179 $137,619 $47,651 $6,759 $2,990 $3,134 $3,557 $10,395 $16,929 $9,817 $25,718 $9,513 $3,500 $1,788 $2,010 $9,146 $6,350 $2,438 $10,720 $2,994 $3,571 $7,014 $5,301 $1,157 $7,718 $5,736 $20,921 $5,545 $458 $661 $6,815 $4,032 $1,373 $1,344 $11,390 $893 HUMAN RESOURCES MANAGEMENT MISC ADMIN & PROGRAM BUDGET ANALYSIS ELECTRICAL ENGINEERING CONTRACTING CRIMINAL INVESTIGATING BORDER PATROL AGENT TRANSPORTATION SPECIALIST INFORMATION TECHNOLOGY MANAGEMENT POLICE POLICE POLICE POLICE POLICE POLICE POLICE HUMAN RESOURCES MANAGEMENT MISC ADMIN & PROGRAM SECRETARY PROGRAM MANAGEMENT PROGRAM MANAGEMENT PROGRAM MANAGEMENT ENGINEERING TECHNICIAN ELECTRICAL ENGINEERING CORRECTIONAL INSTITUTION ADMIN INTELLIGENCE INTELLIGENCE HUMAN RESOURCES MANAGEMENT MISC ADMIN & PROGRAM MISC ADMIN & PROGRAM PROGRAM MANAGEMENT ADMINISTRATIVE OFFICER MANAGEMENT & PROGRAM ANALYSIS PHYSICIAN'S ASSISTANT NURSE NURSE NURSE PRACTICAL NURSE PRACTICAL NURSE ELECTRONICS ENGINEERING GENERAL ATTORNEY LEGAL ASSISTANCE LEGAL ASSISTANCE COMPUTER SCIENCE INFORMATION TECHNOLOGY MANAGEMENT Homeland Security (continued) GS GS GS ES ES GS GS GS GS GS GS GS GS GS Interior GS GS GS ES GS GS GS GS GS GS GS GS GS GS GS GS GS GS Justice GS GS GS GS GS GS AD GS GS GS GS 32 Department or Agency Justice (continued) Labor Pay Plan WS GS GS GM GM GS GS Occ. Series 5823 0140 0343 0340 0501 0810 2101 2101 2210 2210 2210 2210 0110 0110 0132 0201 0301 0301 0340 0340 0340 0343 0343 0510 0511 0512 0512 0987 1035 1102 1529 1801 1811 1811 2210 2210 2210 2210 0201 0301 0340 0343 0560 0620 0620 0620 0647 0647 Occupational Series Title AUTOMOTIVE MECHANIC MANPOWER RESEARCH & ANALYSIS MANAGEMENT & PROGRAM ANALYSIS PROGRAM MANAGEMENT FINANCIAL ADMIN & PROGRAM CIVIL ENGINEERING TRANSPORTATION SPECIALIST TRANSPORTATION SPECIALIST INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT ECONOMIST ECONOMIST INTELLIGENCE HUMAN RESOURCES MANAGEMENT MISC ADMIN & PROGRAM MISC ADMIN & PROGRAM PROGRAM MANAGEMENT PROGRAM MANAGEMENT PROGRAM MANAGEMENT MANAGEMENT & PROGRAM ANALYSIS MANAGEMENT & PROGRAM ANALYSIS ACCOUNTING AUDITING INTERNAL REVENUE AGENT INTERNAL REVENUE AGENT TAX LAW SPECIALIST PUBLIC AFFAIRS CONTRACTING MATHEMATICAL STATISTICS GEN INSP, INVESTIGATION, & COMPLIANCE CRIMINAL INVESTIGATING CRIMINAL INVESTIGATING INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT HUMAN RESOURCES MANAGEMENT MISC ADMIN & PROGRAM PROGRAM MANAGEMENT MANAGEMENT & PROGRAM ANALYSIS BUDGET ANALYSIS PRACTICAL NURSE PRACTICAL NURSE PRACTICAL NURSE DIAGNOSTIC RADIOLOGIC TECHNOLOGIST DIAGNOSTIC RADIOLOGIC TECHNOLOGIST Grade or Work Level 14 11 13 15 14 13 14 15 12 13 14 15 12 13 15 15 13 14 00 01 15 03 14 15 13 01 14 01 01 00 12 14 00 13 12 13 14 15 14 11 15 15 12 04 05 06 09 11 Number Paid 1 1 1 1 1 1 1 1 1 1 1 2 10 2 1 1 1 1 8 1 2 1 1 1 4 1 1 1 1 1 2 1 1 1 3 6 3 1 1 1 2 1 1 1 3 10 1 1 Total Amount Paid $3,935 $10,400 $6,448 $20,098 $1,258 $2,760 $17,613 $22,240 $10,518 $6,594 $17,086 $31,041 $36,359 $1,720 $25,987 $5,439 $9,502 $9,905 $108,845 $8,806 $42,897 $6,803 $18,716 $23,900 $11,220 $2,551 $3,963 $22,015 $16,026 $9,843 $5,918 $16,954 $23,912 $16,345 $4,138 $30,399 $29,260 $4,729 $1,960 $1,968 $4,658 $1,120 $2,956 $1,241 $1,634 $6,894 $1,071 $1,791 Transportation GS GS GS GS GS GS GS GS GS GS GS ES IR GS IR GS GS GS IR GM IR IR ES GS GS ES GS GS GS GS GS GS GS GS GS GS GS GS GS GS GS Treasury Veterans Affairs 33 Department or Agency Pay Plan GS GS GS GS GS GS GS GS GS GS GS GS GS Occ. Series 0647 0648 0649 0660 0671 0675 0802 0802 0904 0950 1310 2210 2210 Occupational Series Title DIAGNOSTIC RADIOLOGIC TECHNOLOGIST THERAPEUTIC RADIOLOGIC TECHNOLOGIST MEDICAL INSTRUMENT TECHNICIAN PHARMACIST HEALTH SYSTEM SPECIALIST MEDICAL RECORDS TECHNICIAN ENGINEERING TECHNICIAN ENGINEERING TECHNICIAN LAW CLERK PARALEGAL SPECIALIST PHYSICS INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT Grade or Work Level 12 11 09 14 15 07 11 12 11 11 13 13 14 Number Paid 1 2 1 1 1 1 1 1 1 1 1 2 2 Total Amount Paid $5,499 $6,608 $323 $1,872 $6,828 $1,572 $1,538 $1,538 $3,320 $2,997 $8,820 $4,133 $11,408 Veterans Affairs (continued) INDEPENDENT AGENCIES African Development Foundation GS GS GS SL GS 0501 0028 0028 0301 0301 0401 0511 0854 0905 2210 2210 0301 0905 0201 0301 0501 0804 0850 1170 2210 2210 2210 0801 1102 0020 1520 1101 1101 1101 FINANCIAL ADMIN & PROGRAM ENVIRON PROT SPECIALIST ENVIRON PROT SPECIALIST MISC ADMIN & PROGRAM MISC ADMIN & PROGRAM GEN NATURAL RESOURCES MGT & BIO SCI AUDITING COMPUTER ENGINEERING GENERAL ATTORNEY INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT MISC ADMIN & PROGRAM GENERAL ATTORNEY HUMAN RESOURCES MANAGEMENT MISC ADMIN & PROGRAM FINANCIAL ADMIN & PROGRAM FIRE PROT ENGINEERING ELECTRICAL ENGINEERING REALTY INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT GENERAL ENGINEERING CONTRACTING COMMUNITY PLANNING MATHEMATICS GENERAL BUSINESS & INDUSTRY GENERAL BUSINESS & INDUSTRY GENERAL BUSINESS & INDUSTRY 15 14 15 00 13 15 15 14 15 13 15 10 V 15 14 14 14 12 14 14 14 15 15 15 15 04 12 13 14 1 2 1 1 1 2 1 1 1 4 2 1 1 1 4 2 1 1 2 3 2 2 1 1 1 2 1 1 1 $505 $9,991 $13,946 $19,326 $6,554 $18,982 $11,564 $10,891 $8,207 $32,919 $14,738 $1,350 $8,900 $17,517 $38,612 $11,482 $3,792 $10,894 $25,242 $20,647 $27,010 $26,487 $15,000 $17,542 $17,318 $26,238 $6,267 $668 $723 Environmental Protection Agency GM GS GS GS GS GS Federal Election Commission GS EX GS GS GS GS GS GS GS GS GS General Services Administration National Aeronautics and Space Administration National Archives and Records Administration National Capital Planning Commission National Science Foundation Overseas Private Investment Corporation GS GS GS AD GS GS GS 34 Department or Agency Pension Benefit Guarantee Corporation Railroad Retirement Board Social Security Administration Pay Plan GS GS GS GS GS Occ. Series 1160 0301 0602 2210 2210 Occupational Series Title FINANCIAL ANALYSIS MISC ADMIN & PROGRAM MEDICAL OFFICER INFORMATION TECHNOLOGY MANAGEMENT INFORMATION TECHNOLOGY MANAGEMENT Grade or Work Level 14 13 15 09 14 Number Paid 1 1 1 1 1 Total Amount Paid $16,939 $2,653 $435 $3,451 $4,496 * For incentives without series numbers, the organization reporting these occupations does not use OPM’s occupational series designations. 35 Attachment 3 PAY PLAN DEFINITIONS Administratively determined rates, not elsewhere specified Demonstration engineers and scientists—DOD Demonstration engineers and scientists technician—DOD Demonstration administrative—DOD Demonstration professional—Department of the Navy Demonstration Air Force scientist and engineer 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 Grades similar to General Schedule Employees covered by the Performance Management and Recognition System (PMRS) termination provisions GS General Schedule IR Internal Revenue Service broadband classification and pay system positions NA Nonappriated Funds—nonsupervisory, nonleader—Federal Wage System ND Demonstration scientific and engineering—Department of the Navy NH Business management and technical management professional—DOD Acquisition Workforce Demonstration NK Administration support—DOD Acquisition Workforce Demonstration NL Nonappropriated funds—leader—Federal Wage System NO Naval Research Laboratory administrative specialist/professional 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 ST Scientific and professional 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 WS Supervisory pay schedules—Federal Wage System ZP Scientific and engineering professional—DOC Demonstration and Alternative Personnel Management System ZS Administrative support—DOC Demonstration and Alternative Personnel Management System ZT Scientific and engineering technician—DOC Demonstration and Alternative Personnel Management System AD DB DE DJ DP DR EJ EK EN EP ES EX GG GM UNITED STATES OFFICE OF PERSONNEL MANAGEMENT 1900 E Street, NW Washington, DC 20415 SHRP/CPPP/PLAG-06