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P ay S ystems

P ay S ystems. Module 9 N ational G uard T echnician P ersonnel M anagement C ourse. NGB PAY SYSTEMS. General Schedule (GS): a nationwide system Federal Wage System (FWS): a locality-based system. GENERAL SCHEDULE (GS) COVERS:. Professional Administrative Clerical

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P ay S ystems

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  1. PaySystems Module 9 National Guard Technician Personnel Management Course

  2. NGB PAY SYSTEMS • General Schedule (GS): a nationwide system • Federal Wage System (FWS): a locality-based system

  3. GENERAL SCHEDULE (GS) COVERS: • Professional • Administrative • Clerical • Protective • 15 Grades, 10 steps each

  4. 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

  5. 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

  6. TECHNICIANS’ PAY CAN BE ADJUSTED BY: • Nationwide Adjustments • Promotions • Within-Grade or Step Increases

  7. 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

  8. 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

  9. 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

  10. WITHIN GRADE OR STEP INCREASES GS: Based onlongevity • Step 1 – 4 1 year • Step 4 – 7 2 years • Step 7 – 10 3 years

  11. WITHIN GRADE OR STEP INCREASES 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

  12. WITHIN GRADE or STEP INCREASES FWS: Based on longevity • Step 1 – 2 6 months • Step 2 – 3 18 months • Step 3 – 5 2 years

  13. WITHIN GRADE OR STEP INCREASES FWS – Based on job performance • Employees need only to have an overall fully acceptable rating • All FWS are eligible for increases

  14. 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

  15. 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

  16. GRADE RETENTION Mandatory Retention: • RIF into a lower grade • Grade lowered due to reclassification Optional: • For mission-related reasons (discretion of TAG)

  17. 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

  18. PAY RETENTION Basic Eligibility: • NOT excluded by TPR 532* *TPR 532 will soon be replaced with TPR 500

  19. 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

  20. PAY RETENTION Mandatory Retention (continued): • Placement in formal employee development program • Grade retention expires • RIF or reclassification (when grade retention does NOT apply)

  21. PAY RETENTION Mandatory Retention (continued): • Loss or reduction of special rates • Change to new pay schedule

  22. 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

  23. 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

  24. SPECIAL PAY OPTIONS • Shift Differential • Holiday Pay • Sunday Pay • Environmental Differential Pay (EDP) • Hazard Duty Pay (HDP)

  25. 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 period FWS Shift Differential: • Basic Rate + 7.5% if MAJORITY of hours between 1500-2400 OR 10% if MAJORITY of hours between 2400-0800

  26. SPECIAL PAY OPTIONS Holiday 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

  27. SPECIAL PAY OPTIONS Sunday Pay: • GS & FWS: Base Rate + 25% • Part-time employees not eligible

  28. SPECIAL PAY OPTIONS Environmental Differential Pay (EDP): • Duty characterized by unusual physical hardship or hazards • Applies to FWS only

  29. SPECIAL PAY OPTIONS HAZARD DUTY PAY (HDP): • Duty characterized by unusual physical hardship or hazards • Applies to GS only

  30. 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

  31. 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

  32. 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

  33. 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

  34. YOUR EFFECT ON PAY • 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.

  35. IndividualExercises

  36. Questions

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