Return to Article: Pentagon files appeal of ruling blocking labor relations reforms
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16335
As of June 2005, the plan was to do away with locality pay and substitute the "market-based supplement." However, the market-based pay will not be distributed evenly. Two people in the same workplace in the same city but with different jobs could get very different percentages, even though they have the same expenses. Rob Peter to pay Paul! This assumes, of course, that the money is distributed to the employees rather than being hijacked to give tax cuts to big business or invade Iran.
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16304
I'm one of the 11,000 who were volunteered by our management to be in spiral 1.1. We need to get a local started at NAVSEA to help ensure fairness. There is much to consider -- for instance, weighting length of service as the bottom element in consideration if there is a RIF -- it is currently the first consideration. Taking locality pay and using the funds for the performance award pool or allowing agencies to use it any way it deems necessary -- like for programs. Removing the COLA and putting that money into the performance awards pool --- everyone's cost of living goes up -- even those who may not perform well. Fact is, there has always been pay for performance -- it just wasn't managed but somehow this new system will be managed????
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16285
I've seen this calculator before. The NSPS promoters at my base provided a link to it some time ago. Unfortunately, they were unable to provide a satisfactory explanation for why it indicates that employees in developmental positions, targeted for a higher grade, are set to be converted into a pay band lower than the one that would be indicated by either their present grade or their target grade. Given the width of the pay bands, and the desired flexibility in setting salaries within a band, there seems to be no good reason for doing this. It may not have been designed with the intent of punishing trainees, but it sure looks like it.
Also, the calculator cannot handle locality pay, which makes the results useless. Everyone who uses the calculator sees a massive loss in pay, because it's not designed to calculate pay accurately, for reasons passing understanding.
The way I see it, there are three possibilities for the Local Market Supplement:
1. It will be less than current locality pay, in which case everyone will lose money, and the NSPS team is lying. Sadly, this is the most plausible interpretation.
2. It will be equal to current locality pay, at least initially, which would make it trivially easy to calculate, in which case it should be in the calculator. The fact that it is not suggests this is not the case.
3. It will be greater than current locality pay, which would mean people would gain money on conversion, which would be a useful argument in promoting the system, if it were known. If this were the case, it would be in the best interests of the NSPS team to report it, but they have not, so this is most likely not the case. Unless they are simply too stupid to realize this, in which case there are bigger problems.
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16278
I did mine and lost $4K. All the "bull" said no one would lose any income, ha! But, the administration's lips were moving so you know they were lying.
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16277
To Engineer,
Where the heck do you live to get a locality pay of $20,000 and how are you losing it? Something doesn't add up. Go back and try again.
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16274
Am I to understand that if I were to change agencies to one in the Defense Department (don't laugh, I'm an 1811 ICE agent now), as a GS-13, step 5, I could expect not only a pay cut, but to work the last 10 years of my career without a single pay raise? In fact, without cost of living increases, my real wage would be lower each year (not to mention what it would do to my retirement)? Since I'm not currently in DOD, please someone tell me if I'm missing something.
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16269
Look at the latest NSPS "Fact Sheet," http://www.cpms.osd.mil/nsps/pdf/LMS19Apr06.pdf . It states, "local market supplements (locality pay) may be necessary and approved for different career groups or for different occupations, specializations..." In other words, if you're sitting in an important occupation/location you'll get better locality pay (this has nothing to do with pay for performance). Now you see the government can control which occupation gets the majority of annual pay raise and the majority of locality pay adjustment. They lied about pay for performance. Pay for performance was just an excuse to be able to reward those who they like by occupation/location. I see no mention of pay for performance in the local market supplement WRT locality pay for occupations/locations.
Un-Civil servant
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16267
Phil, you have me puzzled and I'm wondering what is causing the differences between your calculations and mine.
Assumption being that this is all base salary so location does not enter the equation, still my calculation seems to vary from yours. I put this information forward for comparison as new software often has glitches.
I'm the same grade, non-manager. Evidently my new pay schedule will be the Professional/Analytical Pay Schedule (YA) in the Standard Career Group, and they placed me in Pay Band 2. ($38,175 - $85,578).
At mid-level (in steps) my projected buy-in leaves me shy of the band cap by $32K. For my taste that seems to be some room for growth there.
As for the spread, mine was $47,403 while the spread for the listed GA-9 to 11 in my Pay Schedule was $34,854 (60,049 - 25,195).
As for the actual pay bump, I ran it for before my upcoming step increase and afterward (NSPS conversion proposal of November 2006 and July 2007) and it seemed reasonable; until I factored in that this may be my last.
So, do you see anything that may have changed the results for you?
Tip off.
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16260
Who says NSPS doesn't cut your pay? I just plugged in my series and grade and came out with a $2,000 pay cut, not counting the loss of $20K in locality pay.
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16252
This must be the calculator Henry tells everyone about. My salary doesn't change (the good news) but the bad news is my cap isn't so great (the bad news). I do have one question to ask the world out there, why is it a GS-9 has a larger payband than I do as GS-11 manager? Thoughts, everyone?
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