Pay Systems

1
Pay Systems

• 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 gt
  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 on longevity
• Step 1 4 1 year
• Step 4 7 2 years
• Step 7 10 3 years

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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
  technicians 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

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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

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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

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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 incumbents 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
Individual Exercises
36
Questions