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Policy, Data, Oversight Pay & Leave

 

Overview

Recruitment, relocation, and retention incentives (3Rs) are compensation flexibilities available to help Federal agencies recruit and retain a world-class workforce. The 3Rs are administered under 5 U.S.C. 5753 and 5754 and 5 CFR part 575, subparts A, B, and C.

Memos & Reports

Compensation Policy Memoranda

Reports to Congress

Section 101(c) of the Federal Workforce Flexibility Act of 2004 (Public Law 108-411, October 30, 2004) required the U.S. Office of Personnel Management (OPM) to submit an annual report to specified committees of the United States Senate and the United States House of Representatives on agencies' use of the recruitment, relocation, and retention incentive authorities in 5 U.S.C. 5753 and 5754 during calendar years 2005-2009. The report provide data on and describe each agency's use of the incentives during the calendar year.

Calendar Year 2009

Previous Calendar Years

Fact Sheets

Non-GS Employees

Recruitment, Relocation, and Retention Incentives: Coverage of Non-General Schedule Employees Under Single-Agency Pay Systems

Upon the request of the head of an executive agency, the U.S. Office of Personnel Management (OPM) may approve coverage under the recruitment, relocation, and retention incentive authorities of one or more categories of non-General Schedule employees in a single agency. (See 5 U.S.C. 5753(a)(1)(B) and 5754(a)(1)(B) and OPM regulations at 5 CFR 575.103(a)(7), 575.203(a)(7), and 575.303(a)(7).)

Agencies with one or more categories of non-General Schedule employees who are not specifically covered by the 3Rs regulations or an OPM approval may not provide 3Rs to these employees unless the agency has a separate statutory authority to do so. The statute must provide authority for the agency to grant payments similar to the 3Rs or additional compensation. A statute that only provides an agency with the authority to fix rates of basic pay for a category of employees would generally not be interpreted as providing authority to pay 3Rs payments because 3Rs are not considered rates of basic pay.

The following list shows the categories of employees OPM has approved to be covered by the 3Rs under 5 U.S.C. 5753 and 5754. The original approval date is in brackets after each category of employees.

Agriculture

AD (administratively determined) employees paid under 7 U.S.C. 426a, b, and c and appointed under 5 CFR 213.3113(a)(1) [04/27/1995]

Commerce

NOAA marine wage employees [10/23/1992]

AD and GG employees (Census Bureau) [05/05/1998]

Corporation for National Service

AD employees paid under 42 U.S.C. 12653h(c)(3) [09/15/1993]

Employees under Corporation for National Service alternative personnel system authorized by the National Community Service Trust Act of 1993 (Public Law 103-82) [12/01/1995]

Defense

Employees appointed under enabling legislation for USNA, Naval War College, Naval Postgraduate School, Army War College, Air Force Institute of Technology, and Air University [12/31/1991]

Navy marine wage employees [06/25/1992]

Faculty and staff of the Uniformed Services University of the Health Sciences (USUHS) [10/19/1992]

Employees of section 6 schools [01/15/1993]

Employees under the Department of the Navy's Space and Warfare Command and Naval Air Warfare Center Weapons Division alternative personnel system [05/30/2001]

Professional educators in the Department of Defense Education Activity paid under 20 U.S.C. chapter 29 [12/04/2001]

Employees of the Defense Language Institute Foreign Language Center (DLIFLC) Faculty Personnel System covered by 10 U.S.C. 1595 [02/18/2005]

Employees of the Asia-Pacific Center for Security Studies (APCSS) covered by 10 U.S.C. 1595 [06/07/2005]

Employees appointed under 5 U.S.C. 3161(b) in the Office of the Special Inspector General for Iraq Reconstruction [01/18/2006]

Employees of the Department of Defense National Defense University (including the Africa Center for Security Studies, the Center for Hemispheric Defense Studies, and the Near East South Asia Center for Strategic Studies) and the George C. Marshall Center for Security Studies whose pay is administratively determined under 10 U.S.C. 1595 [04/10/2006]

National Geospatial-Intelligence Agency employees whose pay is administratively determined under 10 U.S.C. 1601 [02/23/2007]

Employees appointed under 5 U.S.C. 3161(b) in the Office of the Special Inspector General for Afghanistan Reconstruction [03/29/2010]

Military Compensation and Retirement Modernization Commission employees appointed under 5 U.S.C. 3161(b) whose pay is administratively determined [09/06/13]

Employees hired by the Office of Inspector General of the Department of Defense under 5 U.S.C. 3161 and 5 U.S.C. 9902(g) in support of its role as the Lead Inspector General for designated overseas contingency operations required by Section 8L of the Inspector General Act of 1978 (5 U.S.C. § 8L) [01/11/16]

Defense Nuclear Facilities Safety Board

Professional and technical personnel paid under Section 161d of the Atomic Energy Act of 1954 (as amended by Public Law 101-510) [01/02/2008]

Education

Senior managers and technical and scientific employees in the Office of Student Financial Assistance Programs appointed and paid under the Higher Education Act of 1998 (Public Law 105-44) [09/30/1999]

Election Assistance Commission

Employees paid in accordance with section 204(a) of the Help America Vote Act of 2002 [10/08/2004]

Energy

Power system dispatchers [01/15/1993]

Wage board employees of the (1) Bonneville Power Administration whose pay is negotiated under the Bonneville Project Act of 1937 (16 U.S.C. 8321); (2) Southwestern Power Administration whose pay is negotiated under the Department of Interior secretarial Order No. 19865, August 31, 1943; and (3) Western Area Power Administration whose pay is negotiated under section 9(b) of Public Law 92-392 and section 704 of Public Law 95-454 [01/13/2000]

Scientific, engineering, technical, and professional employees paid under section 621(d) of the Department of Energy Organization Act (pay plan EJ), section 3161 of the National Defense Authorization Act for Fiscal Year 1995 (Public Law 103-337) (pay plan EK), and section 3241 of the National Defense Authorization Act for Fiscal year 2000 (Public Law 106-65) (pay plan EN) [05/22/2001]

Employees in the ER and ET pay plans established for Advanced Research Projects Agency-Energy (ARPA-E) [05/22/2012]

Exceptionally well qualified individuals in the EQ pay plan appointed under section 313 of division D of the Consolidated Appropriations Act, 2014 (Public Law 113-76), to scientific, engineering, or other critical technical positions. [6/25/2014]

Environmental Protection Agency

Employees appointed to a position under the administratively determined (AD) pay authority established by the Safe Drinking Water Act Amendments (Public Law 95-190, November 16, 1977) [08/21/2002]

Health and Human Services

Employees appointed to the Senior Biomedical Research Service under 42 U.S.C. 237 [04/20/1999]

Interior

Prevailing rate employees whose pay is negotiated under section 9(b) of the Government Employees Prevailing Rate Systems Act, Public Law 92-392, and section 704 of the Civil Service Reform Act, Public Law 95-454 [05/04/2001]

International Broadcasting Bureau

Non-U.S. citizen employees appointed under 22 U.S.C. 1474(1) and the Smith-Mundt Act (Public Law 80-402). Employees are excepted service paid under chapter 18 of title 22, United States Code (Public Law 101-249, February 16, 1990) [03/24/2003]

Justice

U.S Attorneys, Assistant U.S. Attorneys, U.S. Trustees, and Assistant U.S. Trustees [08/19/1991]

Immigration judges paid under section 371(a) of the Illegal Immigration Reform and Immigrant Responsibility Act of 1996 [12/26/1996]

Millennium Challenge Corporation

Employees who are paid in accordance with section 617(d) of the Millennium Challenge Act of 2003 (Public Law 108-199, Division D), and who are not among the 30 for which pay is administratively determined under section 617(c) of the Act [03/24/2004]

Morris K. Udall Foundation

AD employees paid under 20 U.S.C. 5608(a)(1) [01/15/2009]

National Aeronautics and Space Administration

AD employees paid under 42 U.S.C. 2473(c) [09/18/1991]

National Science Foundation

Employees appointed under 42 U.S.C. 1864a and 1873(a) [10/22/1991]

Office of Personnel Management

Experts and consultants appointed under 5 U.S.C. 3109 whose pay is determined in accordance with 5 CFR part 304. [2/18/2014]

Overseas Private Investment Corporation

AD employees paid under 22 U.S.C. 2193(d) [08/07/1991]

State

Employees appointed under the Foreign Service Act of 1980 and U.N. Participation Act of 1945 [09/03/1991]

Treasury

National Taxpayer Advocate appointed and compensated under 7803(c)(1)(B) of the Internal Revenue Code of 1986, as amended by section 1102(a) of the Internal Revenue Service Restructuring and Reform Act of 1998 [08/08/1998]

Employees appointed and compensated under the streamlined critical pay authority at 5 U.S.C. 9503, as established by section 1201(a) of the Internal Revenue Service Restructuring and Reform Act of 1998 [08/08/1998]

Police officers in the Bureau of Engraving and Printing (BEP) and the U.S. Mint paid under 5 U.S.C. 5378 [10/19/2000]

USAID

Employees appointed under the Foreign Service Act of 1980 and section 625(b) of the Foreign Assistance Act of 1961 [07/31/1992]

Veterans Affairs

Part-time and temporary positions appointed under 38 U.S.C. 7405 and listed in 38 U.S.C. 7401(1) (i.e., part-time and temporary physicians, dentists, podiatrists, optometrists, nurses, physician assistants, and expanded-function dental auxiliaries) [01/19/2001]

Part-time and temporary hybrid positions appointed under 38 U.S.C. 7405 and listed in 38 U.S.C. 7405(a)(1)(B) (i.e., part-time and temporary certified or registered respiratory therapists, licensed physical therapists, licensed practical/vocational nurses, pharmacists, and occupational therapists) [01/19/2001]

Executive clinical positions appointed under 38 U.S.C. 7306 [01/19/2001]

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Authority and Regulations

Extensions of Authority

View the categories of non-General Schedule employees in a single agency approved by OPM for 3Rs coverage.

Law and Regulations

  • 5 U.S.C. 5753 and 5754
  • 5 CFR part 575, subparts A, B, and C

FAQs

  • A QSI is a faster-than-normal WGI used to reward employees at any GS grade level who display high quality performance. To be eligible for a QSI, employees must:
    • be below step 10 of their grade level;
    • have received the highest rating available under their performance appraisal system;
    • have demonstrated sustained performance of high quality; and
    • have not received a QSI within the preceding 52 consecutive calendar weeks.
    A QSI does not affect the timing of an employee's next regular WGI unless the QSI places the employee in step 4 or step 7 of his or her grade. In these cases, the employee becomes subject to the full waiting period for the new step--i.e., 104 weeks or 156 weeks, respectively--and the time an employee has already waited counts towards the next increase. The employee receives the full benefit of receiving a WGI at an earlier date and has not lost any time creditable towards his or her next WGI.See 5 U.S.C. 5336, 5 CFR part 531, subpart E, and http://www.opm.gov/perform/articles/1999/apr99-7.asp for additional information on QSIs.
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  • Use Services Online (Retirement Services) to:
    • start, change, or stop Federal and State income tax withholdings;
    • request a duplicate tax-filing statement (1099R);
    • change your Personal Identification Number (PIN) for accessing our automated systems;
    • establish, change, or stop an allotment to an organization;
    • change your mailing address;
    • start direct deposit of your payment or change the account or financial institution to which your payment is sent;
    • establish, change, or stop a checking or savings allotment; and
    • view a statement describing your annuity payment.
    You can also call our toll-free number 1 (888) 767-6738 , for these and many of your voluntary withholdings. When using self-service systems, you need your claim number, Personal Identification Number (PIN), and social security number. If you do not have a PIN, call us. If you do not have a touchtone telephone, you can speak to a Customer Service Specialist. Generally, in the middle of month, we authorize payments that are due for the first business day of the following month. Therefore, if you want your change to be reflected in your next payment, you should submit your request as early in the month as possible. See our payment schedule for the last date you can change your next monthly payment.
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  • The following Federal holidays are established by law (5 U.S.C. 6103):
    • New Year's Day (January 1).
    • Birthday of Martin Luther King, Jr. (Third Monday in January).
    • Washington's Birthday (Third Monday in February).
    • Memorial Day (Last Monday in May).
    • Independence Day (July 4).
    • Labor Day (First Monday in September).
    • Columbus Day (Second Monday in October).
    • Veterans Day (November 11).
    • Thanksgiving Day (Fourth Thursday in November).
    • Christmas Day (December 25).
    For information on the observation of these holidays within Federal employee work schedules, please see the Federal holidays fact sheet at http://www.opm.gov/oca/WORKSCH/HTML/HOLIDAY.asp.
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  • Within-grade increases (WGIs) or step increases are periodic increases in a General Schedule (GS) employee's rate of basic pay from one step of the grade of his or her position to the next higher step of that grade. For WGI purposes, an employee's rate of basic pay is the rate of pay fixed by law or administrative action for the position held by the employee before any deductions and exclusive of additional pay of any kind.(Note: Employees designated as "GM" whose rate of basic pay is less than the maximum rate of their grade also may receive WGIs. See 5 CFR part 531, subpart D, for additional information.)
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  • See the fact sheet on General Schedule Within-Grade Increases for the required waiting periods for advancement to the next higher step of a GS grade for employees with a scheduled tour of duty. (See 5 CFR 531.405(a)(2) for the required waiting periods for employees without a scheduled tour of duty.) A WGI waiting period begins upon (1) first appointment in the Federal service, (2) receiving an "equivalent increase," or (3) after a period of nonpay status and/or a break in service in excess of 52 calendar weeks. Fact sheet available at http://www.opm.gov/oca/pay/html/wgifact.asp
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  • Any employee (as defined in 5 U.S.C. 2105) who is highly qualified is eligible to receive a student loan repayment, except those employees who currently occupy or will occupy a position excepted from the competitive service because of its confidential, policy-determining, policy-making, or policy-advocating character (e.g., employees serving under Schedule C appointments). Under 5 CFR 537.104, agencies may offer student loan repayment benefits to recruit a highly qualified job candidate or retain a highly qualified employee who, during the service period established under a service agreement, will be serving under (1) an appointment other than a time-limited appointment or (2) a time-limited appointment if-
    • The employee (or job candidate) will have at least 3 years remaining under the appointment after the beginning of the service period; or  
    • The time-limited appointment authority leads to conversion to another appointment of sufficient duration so that his or her employment with the agency is projected to last for at least 3 additional years after the beginning of the service period.
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  • Yes. OPM's regulations at 5 CFR 353.208 implementing the Uniformed Service Employment and Reemployment Rights Act (USERRA) state that an employee performing service with the uniformed services must be permitted, upon request, to use any accrued annual leave, military leave, earned compensatory time off for travel, or accrued sick leave (consistent with the statutory and regulatory criteria for using sick leave), during such service. An employee is entitled to use annual leave, military leave, earned compensatory time off for travel, or sick leave intermittently with leave without pay while on active duty or active/inactive duty training.
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  • An "equivalent increase" is considered to occur at the time of any of the following personnel actions:
    • A within-grade increase, excluding (1) a quality step increase granted under 5 CFR part 531, subpart E, or (2) an interim WGI if that increase is later terminated under 5 CFR 531.414;
    • A promotion (permanent or temporary) to a higher grade, including the promotion of an employee receiving a retained rate under 5 CFR 359.705 or 5 CFR part 536 that does not result in a pay increase, but excluding (1) a temporary promotion if, at the end of that temporary promotion, the employee is returned to the grade from which promoted, or (2) a promotion to a higher-graded supervisory or managerial position when the employee does not satisfactorily complete a probationary period established under 5 U.S.C. 3321(a)(2) and is returned to a position at the lower grade held before promotion;
    • Application of the maximum payable rate rule in 5 CFR 531.221 that results in a higher step rate within the employee's GS grade (or an increase for a GM employee to the next higher rate within the grade), except for application of that rule in a demotion to the extent that the employee's rate of basic pay after demotion does not exceed the lowest step rate that equals or exceeds the employee's rate of basic pay immediately before the demotion (see the Note below for an example);
    • Application of the superior qualifications and special needs pay-setting authority in 5 CFR 531.212 that results in a higher step rate within the employee's GS grade (or an increase for a GM employee to the next higher rate within the grade); or
    • Application of the qualifications pay authority in 5 U.S.C. 9814 to an employee of the National Aeronautics and Space Administration, when the employee fulfills the 1-year service requirement in the position for which qualifications pay was received or in a successor position.
    Note: For example, in 2009 a GS-13, step 3, employee ($75,323 GS rate) accepts a voluntary demotion to a GS-12 position. The agency sets her pay using the maximum payable rate rule at GS-12, step 10 ($77,194 GS rate). The increase in pay is not an equivalent increase because the employee's pay was set at the lowest step that exceeded her rate of basic pay before promotion.For information on equivalent increases for non-GS employees who move to the GS pay system, see Q10, which includes an example for an employee moving to the GS pay system from the Department of Defense (DoD) National Security Personnel System (NSPS).
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  • Agencies must use the standard method when an employee is covered by the same pay schedules before and after promotion. For example, an employee may be covered by the same locality rate schedule before and after promotion. See Promotion Examples 7 and 9-14.Also, agencies should use the standard method when an employee is covered by different pay schedules before and after promotion if the standard method produces a higher payable rate upon promotion than the alternate method.  See Promotion Examples 2, 4, 6, and 8. However, an agency may determine it is inappropriate to use the standard method under 5 CFR 531.214(d)(2)(iii).
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Total Count: 363, Number of Pages: 37, Page: 1
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