One grade interval non-professional technical positions that support scientific and engineering activities through the application of various skills and techniques in the electrical, mechanical, physical science, biology, mathematical, and computer fields; and student positions for training in these skills.
Two-grade interval positions in such administrative and
managerial fields as finance, procurement, personnel librarianship, public information, and program management and analysis; and student positions for training in these fields.
Support (ZS) Administrative (ZA) One-grade interval positions that provide administrative support through the application of typing, clerical, secretarial, assistant, and similar knowledge and skills; positions that provide specialized facilities support, such as guard and fire fighter; assistants, and student positions for training in these skills.
Position Requirements (Motor Vehicle, OGE-450, Physical Activity)
Career Paths & Broad Pay Bands 15 14 13 11 12 9 10 7 8 5 6 3 4 1 2 Corresponding GS Grade V IV III II I Support ZS V IV III II I Administrative ZA V IV III II I Scientific & Engineering Technician ZT V IV III II I Scientific & Engineering ZP Pay Bands Career Paths
Supervisor – Performs full range of supervision at least 25% of the time.
Team Lead - Team leads are responsible to their supervisors or managers for assuring that the work of their assigned team is carried out by performing a range of coordinating and supportive duties and responsibilities.
* Due to important and significant differences between the position classification and labor relations definitions of “supervisor,” this guidance should not be used to determine the bargaining unit status of team lead positions.
Combination of of next lower band and equivalent lower grade.
Note: When the band consists of more than one grade, requirements can be met based on time spent in next lower band but not solely on basis of lowest grade in the band. (e.g. 1 yr @ GS-13 does not meet minimum requirements for the ZP/ZA-PB-V)
Reduction-in-Force System Current Displacement limited to three grade levels Competitive area; all positions within organization at geographic location Retained Grade & Retained Pay Augmented service credit based on performance rating Demo Displacement limited to current pay band and one pay band below Competitive Area is all positions in a career path in organization within commuting area Preserve Retained Pay; Retained Band Augmented service credit based on score
Last 3 ratings of record w/in last 4 years are averaged
An employee with a performance score in the top 30 percent of scores within a pay pool, is credited with 10 years of service credit for retention purposes. All other ratable employees receive 5 years of service credit.
Identifies Positions for Referral to RIF Subpanel(s)
Convenes RIF Subpanel(s)
Reduction-in-Force RIF Subpanel: *Reviews Positions for Possible Bump by RIFee *Refers Possible Positions to RIF Assignment Panel (RAP) *Comprised of Two Subject Matter Specialists Appointed by Chair-RAP *HRA Serves as Technical Advisor & Executive Secretary
Reduction in Force RIF Assignment Panel (RAP):
Reviews Positions Referred by RIF Sub panel for Possible Bump
Requests Additional Info. from Organization if Needed
Makes Final Recommendations to Servicing HR Manager
Chaired by OPMB Chair
Top Managers of Organization Participate as Members of RAP
HRA Serves as Technical Advisor & Executive Secretary
If the pay band equals a single grade, then the band has to equal grade. Determine what step is equivalent to the salary. If salary is between steps the higher step is appropriate. Example: ZP-V equals GS-15 ZP-V has a salary of 104,700 which falls between GS-15 step 4 (102,664) and step 5 (105,775). The converted out step would be step 5. The employee is converted out as a GS-15/5.
Example: If the employee is in the ZP or ZA career path, pay band II, the equivalent grade pattern is GS 7/9. If the salary is equal to or greater than step 4 of the GS-9, then that grade is the equivalent grade. If the salary is less than step 4 of the GS 9, then move to the next highest grade of the band (GS-7) and set the step based on the salary.
Example: If the employee is in the ZT career path, pay band II, the equivalent grade pattern is GS 5/6/7/8. If the salary is equal to or greater than step 4 of the GS-8, then that grade is the equivalent grade. If the salary is less than step 4 of the GS-8, then move to the next highest grade of the band (GS-7) and perform the same comparison at the next lower levels until the salary reaches the step 4 representative rate. This is done down to the lowest grade in the band.
Performance Ratings Eligible “E”, covers total scores ranging from 40 to 100 Not Ratable “N”, employee not eligible to receive an appraisal Pending “P”, final rating pending results of in-place PIP Unsatisfactory “U”, failure to meet PIP requirements of any element
“ P” = Employees whose rating period is extended Beyond September 30 because on Performance Improvement Plan (PIP)
“ N” = Employees who are ineligible for a rating as of September 30 because did not work in a covered position minimum of 120 days or received a pay adjustment within the last 120 days of the rating cycle.
PAY & BONUS POOL QSI's WGI's IN-LEVEL PROMOTIONS HISTORICAL SPENDING INCREASES SALARY INCENTIVE PAY FUND Base Pay Adj BONUS SA PA
PAY OUT RULES Highest scored employee receives highest relative percentage payout (0-100%) Employees with tied scores may receive different relative percentage payouts Lower scored employee cannot receive higher relative percentage payout than higher scored employee
The project was designed to apply several HR interventions from earlier Demonstration Projects to a wider range of occupational areas for organizations with different missions. The current project seeks to build on and duplicate that success.
The evaluation is an OPM approved evaluation plan.
Evaluations are administered on an annual basis to determine whether the interventions are achieving the goals and objectives of the project within acceptable cost limits.
1. Did the project meet its intended goals? 2. Was the project implemented and operated appropriately and accurately? 3. What was the cost of the project? 4. What was the impact of the project on veterans and other EEO groups? 5. Were the Merit Systems Principles adhered to and Prohibited Personnel Practices avoided? 6. Can the project or portions thereof be generalized to other agencies or government-wide? OPM’s EVALUATION CRITERIA