p ay s ystems

PPayay SSystemsystems

Module 9Module 9

NNational ational GGuard uard

TTechnician echnician PPersonnel ersonnel MManagement anagement CCourseourse

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NGB PAY SYSTEMS

• General Schedule (GS):

a nationwide system

• Federal Wage System (FWS): a locality-based system

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GENERAL SCHEDULE (GS) COVERS:

• Professional

• Administrative

• Clerical

• Protective

• 15 Grades, 10 steps each

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FEDERAL EMPLOYEES’ PAY COMPARABILITY ACT (FEPCA)

• Time off from duty as an incentive award

• Hazard Pay Differential (HPD)

• Hazard Duty Pay (HDP)

• Premium pay for emergencies

• Supervisory differentials

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FEDERAL WAGE SYSTEMS (FWS)

Covers…• Trades and crafts-related fields and has…• 15 Grades for Non-Supervisory (WG)• 15 Grades for Work Leaders (WL)• 19 Grades for Supervisory (WS)with…• 5 steps per grade

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TECHNICIANS’ PAY CAN BE ADJUSTED BY:

• Nationwide Adjustments

• Promotions

• Within-Grade or Step Increases

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NATIONWIDE ADJUSTMENTS

General Schedule (GS):

• Determined by Congress

• Approved by the President

• Computed as percentage of basic pay

• May increase, decrease or remain the same

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EMPLOYMENT COST INDEX (ECI) ADJUSTMENTS

Federal Wage System (FWS):

• Determined by local wage survey

• Change is unique to wage area percentage of basic pay

• May increase, decrease or remain the same

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PROMOTIONS

GS Employees: • Receive pay increases in an amount = to

or > 2-step increase in old grade

FWS Employees: • Receive at least +4% of representative

rate (Step 2) of old grade• Amount may be influenced by change in

locality wages/salaries

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WITHIN GRADE OR STEP INCREASES

GS: Based on longevity

• Step 1 – 4 1 year

• Step 4 – 7 2 years


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GS: Based on job performance

• Employees must have overall ratings of fully acceptable, AND fully acceptable in all critical elements

• Temporary GS employees are not eligible for increases

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WITHIN GRADE or STEP INCREASES

FWS: Based on longevity

• Step 1 – 2 6 months

• Step 2 – 3 18 months


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FWS – Based on job performance

• Employees need only to have an overall fully acceptable rating

• All FWS are eligible for increases

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GRADE AND PAY RETENTION

• Grade Retention: Provides a 2-year period following a personnel action which resulted in a reduction in grade

• Pay Retention: Extends relief from a personnel action when grade retention provisions do NOT apply

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GRADE RETENTION

Basic Eligibility:

• Grade not reduced for personal cause or at technician’s request

• 52-week requirement at higher grade in a permanent position (person)

• If reclassification, position must be old grade for one year

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GRADE RETENTION

Mandatory Retention:

• RIF into a lower grade

• Grade lowered due to reclassification

Optional:

• For mission-related reasons (discretion of TAG)

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GRADE RETENTION

Termination:

• End of 2-year time period

• One workday break in service

• Demoted for personal cause or by technician written request

• Placement in equal or higher position

• Declination of a reasonable offer

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PAY RETENTION

Basic Eligibility:

• NOT excluded by TPR 532*

*TPR 532 will soon be replaced with TPR 500

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PAY RETENTION

Mandatory Retention:

• Grade-retention time requirements not met

• Declination to relocate: no offer at gaining activity and placed in lower grade

• Transfer from a special rate position to a non-special or lower-level special rate position

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PAY RETENTION

Mandatory Retention (continued):

• Placement in formal employee development program

• Grade retention expires

• RIF or reclassification (when grade retention does NOT apply)

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PAY RETENTION

Mandatory Retention (continued):

• Loss or reduction of special rates

• Change to new pay schedule

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PAY RETENTION

Optional:

• For mission-related reasons (discretion of TAG)

• Move due to ill health in lieu of disability or retirement

• Filling a designated hard-to-fill position

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PAY RETENTION

Termination:

• One workday break in service

• Demoted for personal cause or by technician written request

• Entitled to an equal or greater rate

• Declines reasonable offer

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SPECIAL PAY OPTIONS

• Shift Differential

• Holiday Pay

• Sunday Pay

• Environmental Differential Pay (EDP)

• Hazard Duty Pay (HDP)

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SPECIAL PAY OPTIONS

GS Shift Differential:• Basic Rate + 10% for work scheduled and

performed between 1800-0600• Differential added to paid leave period when

amount is less than 8 hours/pay periodFWS Shift Differential:• Basic Rate + 7.5% if MAJORITY of hours

between 1500-2400 OR 10% if MAJORITY of hours between 2400-0800

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SPECIAL PAY OPTIONSHoliday Pay:GS & FWS: Receive double-time not to

exceed normal work shift

GS & FWS: Guaranteed 2 hours pay

GS: Night shift = double-time + 10%

FWS: Night shift = double time + normal night shift differential

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SPECIAL PAY OPTIONS

Sunday Pay:

• GS & FWS: Base Rate + 25%

• Part-time employees not eligible

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SPECIAL PAY OPTIONS

Environmental Differential Pay (EDP):

• Duty characterized by unusual physical hardship or hazards

• Applies to FWS only

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SPECIAL PAY OPTIONS

HAZARD DUTY PAY (HDP):

• Duty characterized by unusual physical hardship or hazards

• Applies to GS only

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ADDITIONAL SPECIAL PAY CATEGORY

• Hiring at an advanced rate based on superior qualifications

• (In the future) Pay Banding: pay set within a range or band depending upon incumbent’s skills for the job

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SEVERANCE PAY

Eligibility Requirements/Conditions:

• Can be part-time or full-time

• Must be involuntarily separated, other than for inefficiency, misconduct or delinquency

• Must have 12 months continuous service

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SEVERANCE PAY

Eligibility Requirements/Conditions (continued):

• Must not be eligible for an immediate annuity upon separation

• Cannot be receiving injury compensation

• Have not declined a reasonable offer

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SEVERANCE PAY

Amount of severance:

• One weeks pay for every year of service up to 10

• Two weeks pay for every year after 10

PLUS

• 10% adjustment for each year over age 40

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• Approval of in-grade increases for persons with “Fully Acceptable” performance

• Denial of in-grade increases for persons with less than “Fully Acceptable” performance

• Ensuring employees are correctly compensated under Special Pay options, etc.

YOUR EFFECT ON PAY

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IIndividualndividual EExercisesxercises

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QQuestionuestionss

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