Title 38 Special Salary Rates Instruction
(PHS Policy Issuance 38-530-1-00)
PHS: 38-530-1-00
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Exhibit 38-530-1-A
Exhibit 38-530-1-B
Exhibit 38-530-1-C
Exhibit 38-530-1-D
Exhibit 38-530-1-E
Exhibit 38-530-1-F
PHS:38-530-1-00 PURPOSE AND LEGAL AUTHORITIES
This Instruction provides the Public Health Service (PHS) Title 38 interim policy and procedures for establishing special salary rates under 38 U.S.C. 7455 when necessary for recruitment or retention purposes. Authority to establish special salary rates under Title 38 for PHS occupations has been provided for:
A. the PHS, via a delegation agreement between the U.S. Office of Personnel Management (USOPM) and the Department of Health and Human Services (HHS). The delegation agreement was effective on December 14, 1993, and extends authorities for an initial two-year period, with the possibility of extensions beyond that timeframe. The Assistant Secretary for Personnel Administration delegated these authorities to the Assistant Secretary for Health on March 2, 1994.
B. the National Institutes of Health (NIH), via Public Law 99-349, dated July 1986, Public Law 100-436, dated September 1988, and Public Law 100-607, dated November 1988. The statutory authority is a permanent authority.
This Instruction supplements and should be used in conjunction with Title 38 statute, and the delegation agreement, as applicable.
PHS:38-530-1-10 COVERAGE, EXCLUSIONS AND USOPM CONCURRENCE REQUIREMENTS
A. COVERAGE
- This Instruction covers permanent and temporary civilian PHS employees who are assigned to health care occupations/specialties that have been approved for receipt of Title 38 special salary rates.
- Occupations or specialties that may be considered for application of Title 38 provisions include those:
- that are assigned to the General Schedule (GS) system (including those designated as GM) or which would be covered by the General Schedule system were it not for the provisions of the USOPM/DHHS delegation agreement, e.g. Title 38 Rank-in-the-Person; and
- b. that provide direct patient care services or services incident to direct patient care services, other than administrative, clerical and physical plant maintenance and protective services occupations; or
- nurses or allied health specialists at the National Institutes of Health.
B. EXCLUSIONS
Positions in the following pay plans or covered by the following pay authorities may not be covered by Title 38 special salary rates:
- Senior Executive Service positions (ES);
- Executive Schedule positions (EX);
- Administratively Determined positions (AD);
- Senior Level (SL) or scientific and professional positions paid under 5 U.S.C. 5376 (ST);
- Commissioned Corps Officers (CO); and
- Registered nurses or nurse anesthetists covered by nurse locality pay, as provided in 38 U.S.C. 7451.
C. USOPM CONCURRENCE
- USOPM concurrence of special salary rates approved within PHS under the USOPM/HHS delegation agreement is required with the exception of the following occupations: medical officer, podiatrist, registered nurse, dentist, optometrist, physician's assistant, expanded function dental auxiliaries, clinical/counseling psychologist, respiratory therapist, pharmacist, practical/vocational nurse, physical therapist, and occupational therapist.
- USOPM concurrence is not required for special salary rates approved within PHS under the NIH statutory authority for nurses and allied health positions.
- The concurrence requirement is constructed as a 45 day advance notification to USOPM of the intent to establish a PHS special salary rate. If USOPM does not provide its concurrence within the 45 day period, the proposed rate goes into effect automatically. The 45 day period begins upon receipt of the proposed rate at USOPM.
PHS:38-530-1-20 DEFINITIONS
As used in this Instruction, the following terms have the meaning indicated:
- GS Increase means the nationwide adjustment to the basic pay rates of the General Schedule under 5 U.S.C. 5303. It is distinguished from locality based comparability adjustments done under 5 U.S.C. 5304.
- Hospital Employment Cost Index (ECI) means the measure of the change in the employment wages and salaries for the hospital industry. It is published by the U.S. Department of Labor, Bureau of Labor Statistics, as a subcategory of the Employment Cost Index.
- Labor Market means the location from which qualified workers are typically recruited for a particular occupation.
- Lead Agency means the PHS agency designated as lead by the Director, Office of Personnel Management (OPM/PHS). This is typically the largest employer of an occupation that is common to more than one PHS agency in the relevant labor market.
PHS:38-530-1-30 POLICY
A. Within PHS, special salary rates will be established or increased only when necessary to recruit or retain the services of health care employees. Such rates may be established:
- to be competitive with, but not exceed, the amount of pay for the same category of personnel in non-Federal facilities;
to achieve adequate staffing; and- to recruit individuals with specialized skills, especially those that are especially difficult or demanding.
B. Special salary rates will be increased by the minimum amount necessary to recruit or retain the services of the individuals in the targeted health care occupation(s), grade(s) and location(s).
C. Special salary rates may be established on a nationwide, local or other geographic basis depending on the nature and extent of the recruitment or retention difficulties and the geographic boundaries of the relevant labor market.
D. Other discretionary pay, e.g., recruitment/relocation bonuses and retention allowances, supervisory differentials, etc., may be paid in combination with a special salary rate, provided that, for the individual involved, the employee's total annual compensation limits.
E. Once a special salary rate is established for a specified occupation (including any specialty), grade, and location, all employees occupying a position meeting those conditions must be paid the special salary rate.
PHS:38-530-1-40 AUTHORITIES AND RESPONSIBILITIES
- Authority Delegated and To Whom
- The Deputy Assistant Secretary for Health Management Operations (DASHMO) has the authority to establish overall policy and operational parameters for the Title 38 special salary rate program within PHS.
- The Director, OPM/PHS, has been delegated, without authority to further redelegate, PHS-wide authority to:
- approve the establishment of new special rates; and
- approve increases to existing special salary rates that are not coincident with and/or are greater than the percent of GS increase under 5 U.S.C. 5303 and/or the Hospital ECI.
- The PHS agency heads and the DASHMO for OASH, have been delegated for their respective agencies, with authority to further redelegate to the agency personnel officer, the authority to:
a. approve increases in existing special salary rate authorizations when:
- the increases are coincident with and less than or equal to the percent of the GS increase under 5 U.S.C. 5303; or
- the increases are less than or equal to the annualized percent of increase in the Hospital ECI;
b. recommend the establishment of new special salary rates; and
c. recommend increases to existing special salary rates that are not coincident with and/or are greater than the percent of GS increase under 5 U.S.C. 5303 and/or the Hospital ECI.
- Approving officials must obtain USOPM concurrence when required as described in Section 38-530-1-10-C, above.
B. Responsibilities
- The Director, OPM/PHS, is responsible for:
- assuring PHS compliance with the provisions of the USOPM/DHHS Delegation Agreement related to establishing special salary rates under 38 U.S.C. 7455;
- designating the lead PHS agency for special salary rate requests for an occupation that is common to more than one PHS agency in the relevant labor market:
- concurring in the use of published salary surveys; and
- obtaining USOPM concurrence for new or increased special salary rates approved within PHS, for those occupations that require such concurrence.
- The OASH and PHS agency personnel officers are responsible for:
- periodically monitoring the staffing circumstances related to special salary rate authorizations and determining whether adjustments in the rates are needed;
- notifying the Director, OPM/PHS, of a special salary rate proposal that would cover an occupation common to more than one PHS agency in the relevant labor market;
- coordinating the collection, analysis and dissemination of information when designated as lead agency by the Director, OPM/PHS; and
- preparing materials necessary for obtaining USOPM concurrence when it is required, and forwarding them to the Director, OPM/PHS, for submission to USOPM.
- Personnel officers with appointing authority have the responsibility for:
- reviewing or preparing requests for special salary rates for employees they service and for certifying that all regulatory, policy and procedural requirements are met;
- processing personnel documents and notifying employees they service of any adjustment in special salary rate schedules; and
- sharing information regarding salary surveys with other Federal employers, including PHS facilities, that employ common positions in the relevant labor market. Exception: this requirement is not applicable to NIH for occupations covered by NIH statutory authority.
Exhibit 38-530-1-A provides a table of authorities outlined in Section 38-530-1-40, above.
PHS:38-530-1-50 SPECIAL SALARY RATE PROCESS
There are three basic steps that must be completed prior to initiation of a new or increased special salary rate: Identification of a Recruitment and/or Retention Problem; Identification of a Salary Disparity; and Construction of a Special Salary Rate Table.
A. Problem Identification
In determining the need for a new or increased special salary rate, management officials will consider the existence and extent of any recruitment or retention problems for the occupation and/or specialty, as shown by:
- the success of recent efforts to recruit qualified candidates to the position or specialty including indicators such as vacancy rates, length of time to fill the position, shortage of qualified applicants, declination of job offers, etc.; and/or
- turnover in the position or specialty.
Data should be collected for a minimum period of one year. However, problems that are of recent development and of shorter duration but are expected to continue for an indefinite period of time may be used to document recruitment/retention difficulties. PHS Exhibit 38-530-1-B, Staffing Summary Format, provides a format for a comprehensive look at recruitment and retention data during a one-year reporting period.
B. Identification of Salary Disparity
Once a recruitment and/or retention difficulty for the occupation or specialty has been established, management officials must determine whether higher non-Federal rates have impacted on the ability of the agency to recruit or retain employees in the occupation/specialty. PHS pay rates for the occupation will be compared with those paid by non-Federal competitors for equivalent positions in the relevant labor market. Both published salary schedules and/or case-specific salary surveys may be used to assess pay disparities, as described below:
- Published Salary Surveys
The use of published salary data, including those published by Federal agencies, e.g., Bureau of Labor Statistics (BLS) of the Department of Labor; private compensation firms such as the Wyatt or HAY companies; or professional organizations is permitted in special salary rate requests if the following conditions are met:
- the data are current;
- the survey addresses that labor market that is relevant to the case; and
- the survey reflects positions that are equivalent in duties and responsibilities to one or more of the grade levels included in the case.
The Director, OPM/PHS, must concur in the use of a published salary survey for an occupation and/or specialty proposed for special salary rates.
- Case-Specific Salary Surveys
Case-specific pay data may be collected from non-Federal competitors in the relevant labor market, when published salary surveys are not available or do not meet the criteria outlined in 1., above. Data may be collected either through written or telephone contact or by site visits to non-Federal facilities in the relevant labor market.The full range of rates currently paid to positions much be collected with particular emphasis on those organizations that are major competitors for the PHS facility. Job matches must be made between the PHS and non-Federal positions, i.e., the basic duties, responsibilities and qualification requirements of the PHS and non-Federal position(s) should be the same or similar. Note: Because of legal concerns raised by the Department of Justice, it is essential that salary data reflect the pay rates and/or ranges currently paid in the facility surveyed. Collection of prospective salaries or anticipated increases is prohibited.
The format shown in Exhibit 38-530-1-C, Salary Data Collection Format, may be used to conduct and record case-specific salary surveys conducted by PHS agencies.
To ease the burden of salary surveys on non-Federal employers, PHS agencies must share pay survey data collected as part of a pay/salary survey with interested Federal health care employers that are collocated in the same geographic area. Exception: this requirement is not applicable to NIH for occupations covered by NIH statutory authority.
C. Construction of Special Salary Rate Tables
- Special salary rate tables will consist of a 10-step range of pay for each grade level that is covered by the special salary rate. Examples of the salary construction process described in 2. and 3., below are provided in PHS Exhibit 38-530-1-D, Special Salary Rate Construction Examples.
- The step 1 rate of each grade will be equivalent to an advanced step of the regular General Schedule, i.e., a step rate between step 2 and step 19 for the corresponding GS grade. Step 19 is a constructed rate beyond step 10 of the regular statutory range; it is established by successively adding the standard incremental increase for the grade, i.e., the amount of the within-grade increase, to the step 10 rate until step 19 is reached. Title 38 prohibits the establishment of a step 1 rate above "step 19" of the extrapolated General Schedule range.
The step 1 special salary rate for each grade level should reflect a salary that:
- is between the average of the top five rates paid by non-Federal employers and the actual highest rate paid for that grade level by non-Federal employer;
- establishes appropriate pay progression between the grades of the proposed special salary rate; and
- maintains an appropriate internal alignment of pay rates across related occupations within the employing organization.
- Steps 2-10 of each grade of the special salary rate table are established by adding the standard incremental increase for the grade of the General Schedule to the step 1 special salary rate, established under paragraph 2., above.
- Across-the-Board Above Entry Rates
In cases where the Federal/non-Federal pay disparity is so great that "step 19" of the extrapolated General Schedule does not yield a competitive step 1 entry rate at one or more grade levels of a special salary rate, it is possible to establish an across-the-board above entry rate at an advanced step of one or more grades of the special salary table.
This process is to be used in exceptional cases only and must be fully justified in special salary rate requests. In such cases, the step rates below the across-the-board above entry rate continue to be reflected on the special salary rate tables but are not used. All employees hired at the affected grade levels are paid at the above entry step rate and the salaries of current employees whose rates are below the new above entry step are increased to the above entry step. NOTE: this process is distinguished from individual superior qualifications appointments under 5 U.S.C. 5333 that provides for appointment of individual employees at an advanced step based on superior qualifications (commonly known as "appointments above the minimum").
See example #3 on Exhibit 38-530-1-D, for a sample application of the above entry rate process.
PHS:38-530-1-60 DOCUMENTATION OF SPECIAL SALARY RATE REQUESTS
A. Requests for:
New Special Salary Rates;
Increased Not Coincident with and/or Exceeding the General Schedule Increase under 5 U.S.C. 5303; or
Increases Exceeding the Hospital ECI
Except as provided in B., below, requests for new special salary rates or increases not coincident with or exceeding the General Schedule Increase under 5 U.S.C. 5303 or the Hospital ECI must include the documentation described in items 1.-5., below:
- a narrative description of:
- the duties and responsibilities of the occupation or specialty proposed for coverage under the new or increased rate;
- a description of the specific staffing problem and the recruitment and retention efforts made, including any alternative compensation flexibilities that have been used to mitigate historical recruitment/retention difficulties, e.g., recruitment and relocation bonuses and retention allowances;
- a comparison of existing PHS pay rates for the occupation with non-Federal pay rates;
- the recommended special salary rates;
- a description of contacts made with other Federal facilities in the labor market that might be affected by the proposed special salary rates. The description must contain a summary of available information on what actions, if any, the other agencies will take or have taken regarding the special salary rate and what efforts have been taken by the PHS agency to share pay survey data with other Federal agencies. Exception: this requirement is not applicable to NIH for occupations covered by NIH statutory authority;
- the proposed effective date. Note: for occupations that require USOPM concurrence, this date should be fixed no earlier than 60 days from the date the case is transmitted to the Director, OPM/PHS.
- a completed Staffing Summary analysis, shown in Exhibit 38-530-1-B, that reflects staffing and turnover data over a minimum of a 12 month-period. (Exhibit 38-530-1-E gives an example of a completed Staffing Summary.) Note: when the request would apply to one or more of the PHS agencies, the lead agency must provide a consolidated PHS Staffing Summary analysis;
- Salary Data, (see Format for Salary Data Collection, in Exhibit 38-530-1-C) and/or the PHS-approved published salary survey of non-Federal pay rates.
- Cost/Certification of Funds (see Exhibit 38-530-1-F, Format for Certification of Funds and Legal Requirements), that reflects the estimated first year cost of implementing requested rates, and a certification of funds availability; and
- the proposed salary table.
Additional factors that may strengthen a special salary rate request and that may be included with the request include:
- a discussion of labor market factors, e.g., the availability of candidates in the location in which candidates are usually recruited; and/or
- a description of the impact of the staffing problem on mission accomplishment e.g., patient care, research protocols, staff morale, etc., and both direct and indirect costs, such as overtime, training, contract costs, etc.
B. Streamlined Requests Based on Rates Paid by Another Federal Facility
Requests to establish or increase a Title 38 special salary rate based on a rate that is paid by another Federal facility under 5 U.S.C. 5305 or 38 U.S.C. 7455 for the same position/specialty must include the following information:
- the information contained in A.1.a., b. and f., and 4. and 5., above;
- a copy of the current salary table paid by the other Federal facility.
C. Requests for:
Increases Coincident With and Less Than or Equal to the Rate of the General Schedule Increase under 5 U.S.C. 5303
Increases in existing special salary rates that are coincident with and less than or equal to the rate of the General Schedule Increase under 5 U.S.C. 5303 will be documented as described below.
- FOR OCCUPATIONS REQUIRING 45 DAY USOPM CONCURRENCE, the following information will be submitted to the Director, OPM/PHS for transmission to the Office of the Secretary (OS), HHS, and/or to USOPM:
- the "Ending Snapshot/Total Positions" column of the staffing summary format for each occupation covered by the increase (Exhibit 38-530-1-B); with
- a blanket certification of fund availability covering all increases; and
- the approved salary table(s).
- FOR OCCUPATIONS THAT DO NOT REQUIRE USOPM CONCURRENCE, only the approved salary table(s) must be submitted to the Secretary (OS). Other information may be maintained at the PHS agency level.
D. Requests for:
Increases Less Than or Equal to the Rate of the Hospital ECI
Increases in existing special salary rates that are equal to or less than the Hospital ECI will be documented as described below.
- FOR OCCUPATIONS REQUIRING 45 DAY USOPM CONCURRENCE, the following information must be submitted to the Director, OPM/PHS for transmission tot he OS/HHS and/or to USOPM:
- a narrative description of the continuing staffing problem and the impact of the current special salary rate on the ability of the agency to recruit and retain employees;
- the Hospital ECI rate;
- a description of contacts made with other Federal agencies in the labor market that might be affected by the proposed special salary rates. The description must contain a summary of available information on what actions, if any, the other agencies will take or have taken regarding the special salary rate, and what efforts have been taken to share pay survey data with other Federal agencies. Exception: this requirement is not applicable to NIH for occupations covered by NIH statutory authority;
- the proposed effective date. Note: for occupations that require USOPM concurrence, this date should be fixed no earlier than 60 days from the date the case is transmitted to the Director, OPM/PHS; and
- the forms or tables identified in A.2., 4., and 5., above.
- FOR OCCUPATIONS THAT DO NOT REQUIRE USOPM CONCURRENCE, only the approved salary table must be submitted for transmission to OS. Other information may be maintained at the PHS agency level.
E. Timeframes and Effective Dates
- Requests for new or increased rates that require the concurrence of USOPM must be transmitted to OPM/PHS at least 60 days before the proposed effective date.
- Special salary rates generally will be effective on the first day of the first pay period following the date of USOPM concurrence or approval within PHS, if concurrence is not required. Under no circumstances will special salary rates be made retroactive.
PHS:38-530-1-70 EVALUATION AND REPORTING
A. PHS agencies and OASH are expected to periodically monitor staffing, labor market and competitive salary situations, and when warranted, recommend appropriate adjustments. Personnel offices must maintain auditable program records on the use of this authority.
B. The following factors may be considered in evaluating the effect of the special salary rates:
- Comparison of turnover rates before and after implementation of the special rates;
- Comparison of the number and location of vacancies;
- Assessment of actual cost reductions versus initial estimates;
- Assessment of the impact of the special salary rate on the morale of affected employees; and/or
- Assessment of information obtained from exit interviews and surveys of the reasons employees leave to determine the extent to which pay is the cause of the turnover.
PHS Exhibit 38-530-1-A
Title 38 Special Salary Rate Requests
Table of Authorities and Documentation Requirements
Type of Request |
The final approval level rests with * |
Follow the procedure in PHS Instruction 38- |
-New special salary rates -Increase existing special salary rate not coincident with GS increase -Increase existing special salary rate greater than GS increase -Increase existing special salary rate greater than the Hospital ECI |
Director, OPM/PHS |
530-1-60 A. or B., as applicable |
-Increase existing special salary rate less than or equal to and coincident with GS increase |
PHS agency head and DASHMO for OASH, or their delegatee |
530-1-60 C. |
-Increase existing special salary rate less than or equal to Hospital ECI increase |
PHS agency head and DASHMO for OASH, or their delegatee |
530-1-60 D. |
*USOPM concurrence may be required. See 38-530-1-10 C. for a discussion of concurrence requirements.
PHS Exhibit 38-530-1-B
Staffing Summary Format
Series/Title: |
Organization: |
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BEGINNING SNAPSHOT: |
RECRUITMENT DURING THE PERIOD: |
TURNOVER DURING THE PERIOD: |
ENDING SNAPSHOT: |
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On Board |
Vacant Positions |
Total Positions |
Vacancy Rate |
Positions Tiled to Fill |
Offers Made |
No. Hired |
Losses |
Quits |
Quits for Pay |
Turnover Rate |
On Board |
Vacant Positions |
Total Positions |
Vacancy Rate |
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Non-Supervisory |
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GS- |
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GS- |
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GS- |
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GS- |
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SUBTOTAL |
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Supervisory |
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GS- |
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TOTAL (all levels) |
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LENGTH OF TIME TO FILL VACANCIES:
DECLINATION RATE:
QUIT FOR PAY RATE:
Staffing Summary Definitions
- On Board: Total filled positions in occupation/specialty in question at grade levels indicated.
- Vacant Positions: The number of positions established and funded that the agency tried to fill.
- Total Positions: The sum of on-board and vacant positions.
- Vacancy Rate: The number of vacant positions divided by the number of total positions expressed as a percentage. Vacant positions/Total positions * 100% = Vacancy Rate.
- Positions Tried to Fill: This number could exceed the number of vacant positions if substantial turnover occurred during the reporting period.
- Offers Made : The number of offers from within and outside the Federal service.
- No. Hired: The number of employees who actually entered on duty during the reporting period.
- Losses: The total number of losses for the grade for all reasons, including, for example, retirement, etc., which resulted in a recruiting action. Includes transfers to other Federal agencies having higher pay rates for equivalent jobs.
- Quits: The total number of employees who left Federal service for other employment and whose loss resulted in a recruiting action. Includes quits for pay.
- Quits for Pay: The total number of employees who left the Federal service to take an equivalent position outside the Government because the salary was higher.
- Turnover Rate: Total losses in the occupation, area, and grades being reviewed, divided by the average on board employment at the beginning and end of the reporting period expressed as a percentage. Total losses/Avg. empls. on board * 12/# of months in reporting period * 100% = Annualized Turnover Rate.
- Declination Rate: The total number of offers declined divided by the total number of offers made, expressed as a percentage. Offers declined/Offers made * 100% = Declination Rate.
- Quit for Pay Rate:Total quits for pay in the occupation, area, and grades being reviewed, divided by the average of on board employment at the beginning and end of the reporting period. Total quits for pay/Avg. empls. on board * 12/# of months in reporting period = annualized Quit for Pay Rate.
NOTE: For the overall total, make sure that the beginning on board number, plus the number hired, minus the number of losses, equals the ending on board number. Explain in a footnote directly on the staffing form, if possible, all instances in which the equation does not balance out. For example, promotions of certain employees may cause this equation to be out of balance at one or more grades.
PHS Exhibit 38-530-1-C
Salary Data Collection Format
Parts I and II need only be completed once for each job surveyed, while Parts III and IV must be completed for each employer contacted. Part V is used to calculate the average rate paid by non-PHS agencies for each grade.
I. POSITION INFORMATION
A. Position Title, Series, Grade and Specialty (if applicable):
B. Summary of Duties (full performance level):
C. Qualifications Required at Entry Level:
II. DATA COLLECTION RECORD:
Signature/Title of Data Collector, Date of Survey
III. ESTABLISHMENT INFORMATION (THIS PAGE IS TO BE FILLED OUT FOR EACH CONTACT):
A. Name and address of establishment:
B. Contact person, title and phone number:
C. Approximate number of establishment employees in occupation/specialty:
D. Hours in basic workweek:
IV. SALARY DATA
A. NON-SUPERVISORY DATA
Estab. Job Title |
GS Equiv. |
Entry Rate |
Entry Rate |
Max. Rate |
Max. Rate |
Rate 1-Yr. |
Rate 2-Yr. |
Rate 3-Yr. |
B. SUPERVISORY DATA
Estab. Job Title |
GS Equiv. |
Entry Rate |
Entry Rate |
Max. Rate |
C. COLLECTOR NOTES:
V. SUMMARY SALARY DATA
Show the average entry salary at each grade for all employers using the format below. Calculate the average entry salary by adding together the entry salaries for each grade collected in Part IV and dividing the total by the number of employers surveyed for each grade. Use an additional sheet of paper, if necessary. Compare the result with the current PHS entry salary for each grade to determine that grade's pay gap.
Occupation, Series, Grade(s):
Non-PHS Employer |
Rate for GS- |
Rate for GS- |
Rate for GS- |
Rate for GS- |
Rate for GS- |
1 |
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2 |
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3 |
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4 |
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5 |
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Highest Paying Employer |
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Avg. Top 5 employers |
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PHS Agency Request |
List of Employers Surveyed: (For the sake of confidentiality, do not indicate which employers correspond with the numbered employer code above.)
Notes:
Interim PHS Exhibit 530-1-D
Special Salary Rate Construction Examples
EXAMPLE 1: STEP 1 OF THE SPECIAL RATE RANGE AT STEP 3 OF THE REGULAR GENERAL SCHEDULE:
A. GS-11 REGULAR GENERAL SCHEDULE RANGE, WITH STANDARD WITHIN-GRADE INCREMENT OF $1,121:
STEP 1 |
STEP 2 |
STEP 3 |
STEP 4 |
STEP 5 |
STEP 6 |
STEP 7 |
STEP 8 |
STEP 9 |
STEP 10 |
$33,623 |
$34,744 |
$35,865 |
$36,986 |
$38,107 |
$39,228 |
$40,349 |
$41,470 |
$42,591 |
$43,712 |
B. GS-11 SPECIAL RATE SCHEDULE RANGE, WITH STANDARD WITHIN-GRADE INCREMENT OF $1,121:
STEP 1 |
STEP 2 |
STEP 3 |
STEP 4 |
STEP 5 |
STEP 6 |
STEP 7 |
STEP 8 |
STEP 9 |
STEP 10 |
$35,865 |
$36,986 |
$38,107 |
$39,228 |
$40,349 |
$41,470 |
$42,591 |
$43,712 |
$44,833 |
$45,954 |
EXAMPLE 2: STEP 1 OF GS-11 SPECIAL RATE RANGE AT STEP 19 OF THE EXTRAPOLATED GENERAL SCHEDULE:
STANDARD WITHIN-GRADE INCREMENT OF $1,121
STEP 1 |
STEP 2 |
STEP 3 |
STEP 4 |
STEP 5 |
STEP 6 |
STEP 7 |
STEP 8 |
STEP 9 |
STEP 10 |
$56,043 |
$57,164 |
$58,295 |
$59,406 |
$60,257 |
$61,648 |
$62,769 |
$63,890 |
$65,011 |
$66,132 |
EXAMPLE 3: ABOVE-MINIMUM ENTRY RATE AT STEP 5 OF THE SPECIAL RATE RANGE:
STANDARD WITHIN-GRADE INCREMENT OF $1,121
STEP 1 |
STEP 2 |
STEP 3 |
STEP 4 |
STEP 5 |
STEP 6 |
STEP 7 |
STEP 8 |
STEP 9 |
STEP 10 |
$56,043 |
$57,164 |
$58,295 |
$59,406 |
$60,257 |
$61,648 |
$62,769 |
$63,890 |
$65,011 |
$66,132 |
STEP 5 RATE USED ACROSS-THE-BOARD FOR ALL HIRES. SHADED CELLS ARE NOT USED.
PHS Exhibit 38-530-1-E
Sample of Competed Staffing Summary Format
Series/Title: GS-620, Practical Nurse |
Organization: PHS |
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BEGINNING SNAPSHOT: |
RECRUITMENT DURING THE PERIOD: |
TURNOVER DURING THE PERIOD: |
ENDING SNAPSHOT: |
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On Board |
Vacant Positions |
Total Positions |
Vacancy Rate |
Positions Tiled to Fill |
Offers Made |
No. Hired |
Losses |
Quits |
Quits for Pay |
Turnover Rate |
On Board |
Vacant Positions |
Total Positions |
Vacancy Rate |
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Non-Supervisory |
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GS-3 |
5 |
5 |
10 |
50.0% |
5 |
7 |
0 |
0 |
0 |
0 |
0.0% |
5 |
5 |
10 |
50.0% |
GS-4 |
15 |
7 |
22 |
31.8% |
10 |
11 |
3 |
3 |
2 |
1 |
20.0% |
15 |
7 |
22 |
31.8% |
GS-5 |
40 |
10 |
50 |
20.0% |
20 |
22 |
10 |
5 |
5 |
4 |
11.8% |
45 |
15 |
60 |
25.0% |
GS- |
|||||||||||||||
SUBTOTAL |
60 |
22 |
82 |
26.8% |
35 |
40 |
13 |
8 |
7 |
5 |
12.8% |
65 |
27 |
92 |
29.3% |
Supervisory |
|||||||||||||||
GS- |
|||||||||||||||
TOTAL (all levels) |
60 |
22 |
82 |
26.8% |
35 |
40 |
13 |
8 |
7 |
5 |
12.8% |
65 |
27 |
92 |
29.3% |
LENGTH OF TIME TO FILL VACANCIES: 7 months
DECLINATION RATE: 75.0%
QUIT FOR PAY RATE: 8.0%
Interim PHS Exhibit 38-530-1-F
FORMAT FOR CERTIFICATION OF FUNDS AND LEGAL REQUIREMENTS
Occupation, Series, and Geographic Location Code:
GS GRADE |
RECOMMENDED SALARY - |
CURRENT SALARY = |
ADDED SALARY * |
TOTAL POSITIONS = |
ADDED COSTS |
TOTAL ADDED COSTS |
INSTRUCTIONS: Calculate total added costs for each grade by subtracting current salary from recommended salary and multiplying the result (added salary) by total positions. The total added costs is the sum of added costs for each grade.
CERTIFICATION OF FUNDS: This is to certify that funds are available to pay for the salary increases recommended above.
Signature and Title of Certifying Official, Date
PERSONNEL REVIEW: I certify that the request meets the requirements of the relevant provisions under 38 U.S.C. 7455.
Signature and Title of Certifying Official, Date
