Recruitment and Recruitment and Placement and Pay Placement and Pay

AdministrationsAdministrationsNew 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 PROMOTIONS A 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

POSITION DESCRIPTION 1. Agency PDCN 70540000 D1105000

2. Reason for Submission Redescription New

3. Service HQ Field

4. Empl Office Location

5. Duty Station

6. OPM Cert #

Reestablishment Other Explanation (Show Positions Replaced) Replaces R8587000 Military Personnel Specialist, GS-0205-09

7. Fair Labor Standards Act Not Applicable

8. Financial Statements Required Exec Pers Financial Disclosure Employment & Financial Interests

9. Subject to IA Action Yes No

Application of US OPM JFS for Admin Work in HR Mgmt Grp, GS-0200, dtd Dec 2000

10. Position Status Competitive Excepted (32 USC 709)

11. Position is Supervisory Managerial

12. Sensitivity Non-Sensitive Noncritical Sens

13. Competitive Level

SES (Gen)

SES (CR) Neither Critical Sens

Special Sens 14. Agency Use OFF/WO/ENL DUAL STATUS

15. Classified/Graded by a. US Office of Pers Mgt b. Dept, Agency or Establishment c. Second Level Review d. First Level Review Official Title of Position Pay Plan Occupational Code Grade Initials Date

Human Resources Specialist (Military) GS

0201

09

rrh

06 Apr 04

16. Organizational Title (If different from official title)

17. Name of Employee (optional)

18. Dept/Agency/Establishment - National Guard Bureau a. First Subdivision - State Adjutant General b. Second Subdivision - Joint Force Headquarters (State)

c. Third Subdivision -Manpower & Personnel Directorate (J-1) d. Fourth Subdivision -Military Personnel Office e. Fifth Subdivision -

19. Employee Review. This is an accurate description of the major duties and responsibilities of my position.

Employee Signature /Date (optional)

20. Supervisory Certification. I certify that this is an accurate statement of the major duties and responsibilities of this position and its organizational relationships, and that the position is necessary to carry out Government functions for which I am responsible. This certification is made with the knowledge that this information is to be used for statutory purposes related to appointment and payment of public funds. False or misleading statements may constitute violations of such statutes or their implementing regulations. a. Typed Name and Title of Immediate Supervisor

b. Typed Name and Title of Higher-Level Supervisor/Manager (optional)

Signature

Date

Signature

Date

21. Classification/Job Grading Certification: I certify this position has been classified/graded as required by Title 5 USC, in conformance with USOPM published standards or, if no published standards apply directly, consistently with the most applicable standards.

22. Standards Used in Classifying/Grading Position U.S. OPM Job Family Position Classification Standard for Administrative Work in the Human Resources Management Group, GS-0200, dated Dec, 2000, U. S. OPM General Schedule Supervisory Guide (GSSG), dated Jun. 1998, U.S. OPM Introduction to Position Classification Standards, dated Aug, 1991.

Typed Name and Title of Official Taking Action RENA R. HUNT Human Resources Specialist (Classification)

Information For Employees. The standards and information on their application are available in the personnel office. The classification of the position may be reviewed and corrected by

Signature //SIGNED//

Date 06 APR 04

the agency or OPM. Information on classification/job grading appeals is available from the personnel office.

23. Position Review Initials Date Initials Date Initials Date Initials Date Initials Date

a. Employee (Opt) b. Supervisor c. Classifier 24. Remarks: Released from NGB-J1-TNC, CRA 04-1012, dated 06 Apr 04

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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 can be management directed or by an employees choice (employee applies for a Vacancy Announcement).

• Reassignments are for lateral positions (must be an equivalent grade that the employee is currently in).

• In the remarks section of the SF-50, employee must sign and state that they are in concurrence.

PPayay

AAdministrationdministration

Module #9Module #9

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 IncentivesAre paid to newly appointed technicians

Must justify in writing: amount, time of payment, and service obligation period.

Are paid to GS positions

Must 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

Technician must relocate to receive

Must justify in writing: amount, time of payment, and service obligation period.

Must 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

Must justify in writing: amount, time of payment, and service obligation period.

Must 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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Mrs. Avis A. SanchezHuman Resources Specialistavis.a.sanchez.civ@mail.mil

(518)786-4659