Performance Management and Within-Grade Increases (WGI) FAQs
The term "within-grade increase" is synonymous with the term "step
increase" and means a periodic increase in a Federal employee's rate of
basic pay from one step or rate of the grade of his or her position to the next
higher step of that grade or next higher rate within the grade. Employees must
be performing at an acceptable level of competence in order to receive a within-grade
increase. Some frequently asked questions about within-grade increases in regard
to the Federal employee performance appraisal regulations include:
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Can an agency restrict the application
of a rating of record that was prepared solely to reflect current performance
for the denial of a within-grade increase? |
No. When a within-grade increase determination
is not consistent with an employee's most recent rating of record (i.e.,
current performance is not accurately reflected by the rating of record
prepared at the end of the most recently completed appraisal period), regulation
requires the preparation of a more current rating of record. However, there
is no provision for the agency to limit the application of the newer rating
of record to the within-grade increase determination only. |
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Under an appraisal program with
two summary levels (Pass/Fail), can an agency establish some criteria other
than, or in addition to, the Level 3 (Fully Successful or equivalent, e.g.,
pass) rating of record for achieving an acceptable level of competence? |
No. Regulations at section 531.404(a) of title
5, Code of Federal Regulations, continue to require a rating of record of
at least Level 3 (Fully Successful or equivalent) as the basis for the acceptable
level of competence determination. There is no provision to consider anything
other than the rating of record when making an acceptable level of competence
determination. |
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When can an acceptable level
of competence determination be delayed? |
An acceptable level of competence determination
can be delayed for only two reasons:
- when an employee has not had the minimum period of time to demonstrate
acceptable performance on his or her elements and standards; and
- when an employee is reduced in grade because of unacceptable performance
to a position in which he or she is eligible for a within-grade increase
or will become eligible within the minimum appraisal period.
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Can an agency delay a within-grade
determination while an employee completes a performance improvement period
(PIP) if no rating of record was given at the beginning of the PIP? |
No. The regulations specifically restrict the
delay of a within-grade determination to the two conditions stated in the
regulations (and reviewed in the previous question). Consideration was given
to permitting the delay of a within-grade determination for employees completing
a PIP, but the decision was made not to allow this since it would give an
unfair advantage to an employee whose performance has been determined to
be unacceptable (a condition upon which the PIP is based) over employees
whose most recent rating of record is Level 2 (marginal, minimally successful,
etc.) and who are not eligible for a within-grade increase. There is no
requirement to give an employee a rating of record before beginning a PIP.
If a within-grade increase determination is due during an employee's PIP,
the agency needs to make sure it reviews the employee's most recent rating
of record and determines whether a new rating of record is needed to support
the within-grade decision. If the last rating of record does not support
the within-grade determination (i.e., the rating was Level 3 (Fully Successful
or equivalent) or better and performance later reached the unacceptable
level triggering the PIP), a new rating of record must be given to support
a denial of the within-grade increase. If the agency chooses to use the
last rating of record of Level 3 (Fully Successful or equivalent) or better
and grant the within-grade, they need to realize they are certifying the
employee as performing at that level and jeopardizing any future performance-based
action that might have been based on performance during that time period. |
Frequently Asked Questions