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NRL PERSONNEL MANAGEMENT DEMONSTRATION PROJECT

Presentation to
Office of Personnel Management
2002 Strategic Compensation Conference
Breakout Session: Pay Banding
27 August 2002

Betty A. Duffield
Director, Strategic Workforce Planning
Naval Research Laboratory
Bduffield@hro.nrl.navy.mil
202-767-3421

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Topics

• Pay Banding Structure
• Setting Pay within the Contribution-based Compensation System (CCS)
• Pay Setting outside CCS
• Results
• Information

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Career Tracks/Levels, Scores and Traditional GS Grades

Scientific and Engineering Professional

• Grade Level 1-4, Career Track 1, CCS Score Range 1-21
• Grade Level 5-10, Career Track 2, CCS Score Range 21-47
• Grade Level 11-13, Career Track 3, CCS Score Range 47-66

Scientific and Engineering Technical

• Grade Level 1-4, Career Track 1, CCS Score Range 1-21
• Grade Level 5-8, Career Track 2, CCS Score Range 21-39
• Grade Level 9-10, Career Track 3, CCS Score Range 39-47
• Grade Level 10-12, Career Track 4, CCS Score Range 47-59
• Grade Level 13, Career Track 5, CCS Score Range 59-66

Administrative Specialist and Professional

• Grade Level 1-4, Career Track 1, CCS Score Range 1-21
• Grade Level 5-10, Career Track 2, CCS Score Range 21-47
• Grade Level 11-12, Career Track 3, CCS Score Range 47-59
• Grade Level 13-14, Career Track 4, CCS Score Range 59-80
• Grade Level 15, Career Track 5, CCS Score Range 80

Administrative Support

• Grade Level 1-4, Career Track 1, CCS Score Range 1-21
• Grade Level 5-7, Career Track 2, CCS Score Range 21-34
• Grade Level 8-10, Career Track 3, CCS Score Range 34-47

 

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Advancing Through the Career Tracks

• Not based strictly on performance of assigned duties

• Everyone is considered as wanting to perform and performing their duties well

• Based primarily on scores reflecting employee contributions

• Employee contributions include:

  • Level of work accomplished
  • Value of contributions to organization’s mission

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Plotting OCS and Basic Pay
on the Normal Pay Range (NPR)

S&E Professional Career Track

[The following is a text representation of the line graph used in this slide.]

Level 1: Overall Compensation Score 0-21 and Salary $14,000-$29,000
Level 2: Overall Compensation Score 18-47 and Salary $25,000-$50,000
Level 3: Overall Compensation Score 44-66 and Salary $45,000-$78,000
Level 4: Overall Compensation Score 66-80 and Salary $65,000-$105,000
Level 5: Overall Compensation Score 81-89 and Salary $100,000-$130,000

Employee A: Overall Compensation Score 25 and Salary $40,000
Employee B: Overall Compensation Score 50 and Salary $32,000
[The graph shows that Employee B is in the Undercompensated Range]
Employee C: Overall Compensation Score 75 and Salary $80,000

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CCS Compensation Adjustment Categories

Basic Pay Range	General Increase	Merit Increase	Contribution Award	Locality Pay	Career Promotion
Over-Comp.	May be reduced or denied	No	No-unless on maintained pay	Yes-full	No
Normal Pay Range	Yes-Full	Yes-up to 6% not to exceed upper rail for current score or max career level rate	Yes-over $10k requires DOR approval. Max=$25k	Yes-full	Yes-to target career level. Must be within top 3 scores & not greater than 10% below top salary of current level. Up to 20% increase
Under-Comp.	Yes-full	Yes-not to exceed mid-rail or max career level rate. DOR approval over 20%	Yes-over $10k requires DOR approval. Max=$25k	Yes-full

 

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CCS Results

1.31 WGI's Ahead of Comparison Group

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Pay Setting Outside CCS
External Hires

• Initial Basic Pay for new employees

  • Full pay range of career level available
  • Appointee qualifications
  • Market comparison

• Transfers from other Federal agencies

  • Based on whether action is a promotion, reassignment, etc.

• Those reporting after 1 July are ineligible for CCS pay increases/awards

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Pay Setting Outside CCS
Internal Staffing Actions

• Competitive Promotions
  • May be up to 20% greater than current pay

• Voluntary Change to Lower Pay or Level
  • Pay set at any point in career level up to current basic pay

• Involuntary Change to Lower Pay or Level
  • Adverse or Performance-based
    • Reduced by at least 6% and set within new career level
  • Other
    • Pay preserved up to the maximum pay for new career level

• Reduction-in-Force Action
  • Pay is matched
  • Maintained pay

• Reassignment
  • Pay normally remains the same

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Market Salary Reference

• Comparison of NRL salary structure with that of the competitive job market

• Goal is to be competitive with the NRL market average range (+-10% of market average)

• Watson Wyatt, Mercer, Abbott Langer salary surveys referenced

• Supervisors work with HR Specialiststo determine appropriate salary for each position

• Approved by DOR

• Staffing Allowance for Information Technology (IT) positions

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For More
Information

• E-mail
  • Bduffield@hro.nrl.navy.mil

• Phone
  • 202-767-3422

• WWW Homepage
  • http://amp.nrl.navy.mil/hr-demo/
    • Direct link to Lab Demo Home Page
      • Federal Register, CCS Results, Tutorial, Video