Recruitment and Recruitment and Placement and Pay Placement and Pay

AdministrationsAdministrationsModule 8Module 8

New York National Guard Technician Personnel Management Course

RegulationsDefinitions What is Recruitment and PlacementEmployee ActionsPay Administration/Incentives Special PayQuestions

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REGULATIONSREGULATIONSMERIT PROMOTION PLAN 690-4NGB RELATED TECHNICIAN PERSONNEL

REGULATIONOPM GUIDELINESFEDERAL TECHNICIAN HANDBOOK

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Employment Status Definitions Employment Status Definitions

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• Dual Status (DS) – employees who as a condition of employment must maintain compatible military membership and assignment in the National Guard.

• Non-Dual Status (NDS) – employees who are not required to be members of the National Guard.

Employment Status DefinitionsEmployment Status Definitions

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• Permanent – Technician employees with benefits and career status. Tenure 1 and 2 employees.

• Indefinite – Employees whose positions are non-permanent and hired for an unlimited period of time. Tenure 3 employees.

• Temporary – Employees whose positions are of a temporary nature with work & funding expected to last for less than one year. Not eligible for benefits. Tenure 0 employees.

WHAT IS RECRUITMENT & WHAT IS RECRUITMENT & PLACEMENT? PLACEMENT?

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• Seeks and maintains a continuing human resources program to meet staffing needs of the organization.

• Administers employee actions (next slide)• Provides advice, guidance and assistance to

management and employees.

Employee ActionsEmployee Actions

New AppointmentsPromotionsChange to Lower GradeReassignmentsDetails

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NEW APPOINTMENTSNEW APPOINTMENTS

Permanent or Temporary Appointments

Pay must be set at the minimum rate of the grade.

(Can be)

Justified and approved as superior qualifications or special needs authority.

5 CFR 531, Subpart B

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GS PROMOTIONSGS PROMOTIONS

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Question???Question???

Jon is a GS-07 Supply Systems Analyst. He was online checking out the USA JOBS website and saw another GS-07 position being advertised in the Human Resources field. He asked his Supervisor, “Is this a promotion?” What would you say as his Supervisor?

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GS Mandatory Promotion Rule (2 Step Rule)

When an employee moves from a lower GS grade to a higher GS grade, the employee is entitled to the lowest rate of the higher grade which exceeds the existing rate of basic pay by not less than two step increases of the grade from which promoted.

5 U.S.C. 5334(b)

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Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10

1 20,324 21,003 21,679 22,351 23,027 23,424 24,092 24,766 24,792 25,422

2 22,851 23,395 24,151 24,792 25,071 25,808 26,546 27,283 28,021 28,758

FWS PROMOTIONSFWS PROMOTIONSA promotion occurs when an employee:Moves from one grade of a prevailing rate

schedule to a higher grade in the same schedule.

Moves from a position under one prevailing rate schedule to a position under another, different prevailing rate schedule with a higher representative rate (e.g., WG to WL).

Moves from a position not under a prevailing rate schedule to a position with a higher representative rate under the prevailing rate schedule (WG 5 to a WG 8).

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FWS PROMOTIONSFWS PROMOTIONS

FWS MANDATORY PROMOTION RULE: Technician pay on promotion is set at the

lowest scheduled rate of the grade to which promoted that exceeds his or her existing scheduled rate of pay by at least 4% of the representative rate (Step 2) of the grade from which promoted

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5 CFR 532.407

FWS PAY CHART FWS PAY CHART

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WG

WL-WS WG- Rates WL-Rates WS- Rates Pay

GRADE 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 Level

1 11.42 11.88 12.38 12.83 13.32 12.55 13.07 13.60 14.14 14.63 18.72 19.51 20.29 21.08 21.84

2 12.91 13.42 13.96 14.51 15.05 14.20 14.77 15.37 15.95 16.54 20.22 21.05 21.89 22.73 23.56

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Voluntary or Involuntary

An action in which a technician moves from a GS/FWS position at one grade to a position at a lower GS/FWS grade .

Can be known as a Demotion

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Requested by an employee for their own convenience or benefit – such as a geographical move or career change

• Returns employee to their lower graded position following a temporary promotion

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A detail is intended only for meeting temporary needs of the work program when necessary services cannot be obtained by other desirable or practical means. A detail may be for 120 days or less to a same or lower-graded position with known promotion potential. Detail of technicians who are bargaining unit employees are governed by the Labor Management Agreement.

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Reassignments with promotion potential must be filled under competitive procedures. A temporary reassignment may be more appropriate than a detail or other personnel action when it is expected the services will be needed for more than 120 days. Applicants must meet the qualification standards and military requirements prescribed for the position. A temporary reassignment may be for one year or less; upon approval extension maybe extended for one additional year. An extension beyond two years must have prior National Guard Bureau approval.

PPayay

AAdministrationdministration

Module #9Module #92Lt Shannon Pingitore2Lt Shannon Pingitore

FEDERAL PAY SYSTEMSFEDERAL PAY SYSTEMS

General Schedule (GS): a nationwide system set by Congress.

Federal Wage System (FWS): set by local wage surveys.

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GS Within-Grade IncreasesGS Within-Grade Increases

Waiting Periods:

Step 2-3-4 52 calendar weeksStep 5-6-7 104 calendar weeksStep 8-9-10 156 calendar weeks

5 CFR 531.405

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FWS Within-Grade IncreasesFWS Within-Grade Increases

Waiting Periods:

Step 2 26 Calendar Weeks Step 3 78 Calendar WeeksStep 4 and 5 104 Calendar Weeks

5 CFR 532.417

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Pay IncentivesPay Incentives

Recruitment IncentiveRelocation IncentiveRetention IncentiveAdvanced In-Hire Rates (Special

Qualifications)

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Recruitment IncentivesRecruitment Incentives

Are paid to newly appointed technicians if the position is likely to be difficult to fill; document justification in writing amount and timing of payment, and service obligation period

Are paid to GS positionsMust be approved prior to selection and

appointment of the candidate May be up to 25% of annual basic pay at

the beginning of the service period

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Relocation IncentivesRelocation IncentivesAre paid to currently employed

technicians who must relocate to accept a position in a different geographic location (50+ miles) if the position is likely to be difficult to fill.

Technician must relocate to receiveMust document justification in writing,

amount and timing of payment, service obligation period, and be approved prior to payment.

May be up to 25% of annual basic pay at the beginning of the service period.

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Retention IncentivesRetention IncentivesAre paid to currently employed

technicians if the unique qualifications or a special need of the agency makes it essential to retain the technician and it is likely the technician would leave the Federal service

Must document justification in writing, amount and timing of payment, service obligation period, and be approved prior to payment

May be up to 25% of annual basic pay at the beginning of the service period

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Advanced In-Hire RatesAdvanced In-Hire Rates

States must consider using a Recruitment Incentive instead of, or in addition to, the Advanced Rates.

Recruitment Incentive – Determinations made on a case-by-case basis– Must be approved in advance to the appointing

of the personnel

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An employee who is placed in a lower grade is entitled to retain the grade held immediately before the reduction for a period of 2 years

*The member will receive 100% of the Annual increase

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Mandatory:

• RIF• Reclassification

Optional:• In anticipation of a RIF

announced in writing

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Termination of Grade Retention

• The employee has a break in service of 1 workday or more.

• The employee is reduced in grade for personal cause or at the employee's request.

Pay RetentionPay Retention

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Mandatory Pay Retention is Authorized when:

• The expiration of the 2-year period of grade retention

• A reduction-in-force or reclassification action that places an employee in a lower-graded position when the employee does not meet the eligibility requirements for grade retention

* Member will receive only 50% of the annual increase

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May not be provided when a technician:

• Reduced in grade or pay for personal cause or at the employee's request

• Employed on a temporary or term basis immediately before the reduction in grade or pay

Special PaySpecial Pay

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SPECIAL PAY OPTIONSSPECIAL PAY OPTIONS

Night PayHoliday PayEnvironmental Differential Pay (EDP)Hazard Duty Pay (HDP)

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Special PaySpecial Pay

GS Night Pay Differential

Regularly scheduled work between 1800-0600.

Basic pay + 10% of basic pay.Paid only for regularly scheduled hours

actually worked at night. Not used to calculate overtime or holiday

pay.

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5 CFR 550.121

Special PaySpecial PayFWS Night Shift Differential

Regularly scheduled non-overtime hours fall between hours 1500 – 0800.

Paid for entire shift when the majority of hours fall within specified period above.

Paid 7.5% of basic rate of pay if majority of work occurs between 1500 and 2400.

Paid 10% of basic rate of pay if majority of work occurs between 2300 and 0800 is used to calculate overtime pay and holiday pay.

5 CFR 532.505/5 USC 5343 (f)

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Special PaySpecial Pay

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

5 CFR 532.507/5 CFR 550.131,132

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SPECIAL PAYSPECIAL PAY

Environmental Differential Pay (EDP)

Applies to FWS only

Duty characterized by unusual physicalhardship or hazards.

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5 CFR 532.511

SPECIAL PAYSPECIAL PAY

HAZARD DUTY PAY (HDP)

Applies to GS only

Duty characterized by unusual physical hardship orHazards.

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5 CFR 550 Subpart I

Questions?Questions?

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1LT Shannon Pingitore/SGT Avis A. SanchezHuman Resources Specialist

sanning.m.pingitore.mil@mail.mil/avis.a.sanchez.mil@mail.mil (518) 786-4728/(518)786-4659