p ay s ystems module 9 n ational g uard t echnician p ersonnel m anagement c ourse
TRANSCRIPT
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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
• 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
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WITHIN GRADE or STEP INCREASES
FWS: Based on longevity
• Step 1 – 2 6 months
• Step 2 – 3 18 months
• Step 3 – 5 2 years
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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
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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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