USASC&FG Reg 690-25

Change 1

 

DEPARTMENT OF THE ARMY

HEADQUARTERS, U.S. ARMY SIGNAL CENTER AND FORT GORDON

Fort Gordon, Georgia

 

 

 

USASC&FG Regulation No. 690-15                                                                                                                                                             25 Aug 98

Change 1

Civilian Personnel

PAY ADMINISTRATION

 

 

Summary. This change incorporates information pertaining to the use of advanced in-hire rates, retention, recruitment and relocation bonuses.

Suggested improvements. The proponent of this regulation is the Directorate of Human Resources. Users may send comments and suggested improvements on Department of the Army (DA) Form 2028. (Recommended Changes to Publications and Blank Forms) through channels to Director of Human Resources, ATTN: ATZH-HRC, Fort Gordon, Georgia 30905-5000 and/or submit DA Form 1045 (Army Ideas for Excellence Program (AIEP Proposal) to installation AIEP coordinator.

USASC&FG Regulation 690-15, 4 June 1993, is changed as follows:

Delete references to Federal Personnel Manual and substitute Code of Federal Regulations in Paragraph 1 and 4.

Add sentence to 7b(1): Advanced in-hire rates based on superior qualifications may be assigned if approved by the designated approving official.

Add paragraph 9:

  1. RECRUITMENT, RETENTION AND RELOCATION BONUSES. Bonuses may be paid if submitted in accordance with the established plan within the command and approved by the designated approving official.

FOR THE COMMANDER

OFFICIAL THOM E. TUCKEY

COL, SC

Garrison Commander

JOSE’ C. MILLER

Director, Information Management

DISTRIBUTION:

HQ, USASC&FG: B Major commands: B

Field operating activities/agencies: B

ATZH-HRC (2)

ATZH-IMS-R (Rec Mgt) (1)

ATZH-MH (Archives)

DOIM FILES (2)

ATZH-CS (1)

Svc Sec, DOIM (2)

 

 

 

*USASC&FG Reg 690-15

 

DEPARTMENT OF THE ARMY

HEADQUARTERS, U.S. ARMY SIGNAL CENTER AND FORT GORDON

Fort Gordon, Georgia 30905-5000

 

USASC&FG Regulation 4 June 1993

No. 690-15

Civilian Personnel

PAY ADMINISTRATION

 

Issuance of supplements to this regulation is prohibited, unless specifically approved by HQ, USASC&FG.

 

  1. PURPOSE. To establish policy and procedures for fixing pay consistent with Department of the Army (DA) regulations and Code of Federal Regulations.
  2. SCOPE. Applicable to all civilian personnel paid from appropriated funds serviced by the Civilian Personnel Division (CPD) at this installation.
  3. SUGGESTED IMPROVEMENTS. The proponent of this regulation is the Directorate of Human Resources. Users are invited to send comments and suggested improvements on DA Form 2028 (Recommended Changes to Publications and Blank Forms) directly to Director of Human Resources, ATTN: ATZH-HRC-R, Fort Gordon, Georgia 30905 and/or submit DA Form 1045 (Army Ideas for Excellence Program (AIEP) Proposal) to your installation AIEP coordinator.
  4. REFERENCES: (per change 1)
  1. CFR 531
  2. CFR 532
  3. CFR 536
  1. POLICY. The CPD administers pay in accordance with governing Office of Personnel Management (OPM) and DA regulations and local policy as outlined in this regulation. Each case will be adjudicated independently, and appropriate regulations utilized in setting the pay of an individual. Where a variation from this policy is considered warranted, the circumstances will be documented for the record so that like variations shall be granted whenever like circumstances exist.
  2. EXPLANATION OF TERMS.
  1. Agency. Any department or independent establishment of the Federal Government, including a Government-owned or controlled corporation, which has the authority to hire employees in the Competitive, Excepted, and Senior Executive Service.
  2. Change to Lower Grade. A change of an employee, while continuously employed, from one grade to a lower grade under the same type pay schedule, or from a job or grade under one pay schedule to a job or grade with a lower representative rate under a different pay schedule.
  3. Existing Rate of Pay. The rate received immediately before the effective date of personnel action or revision of a wage pay schedule.
  4. Highest Previous Rate (HPR). The highest rate of basic pay previously paid to an individual while employed in a position in a branch of the Federal Government without regard to whether the position was subject to the General Schedule (GS) or Wage System. This is based on a rate received on a regular tour of duty, under an appointment not limited to 90 days or less, without regard to the length of time the employee held the position. It does not include separately stated differentials or special rates authorized.
    1. If the HPR was earned in a GS position or another pay system (other than the Federal Wage System), the rate is increased to the current statutory rate for the grade and step held.
    2. If the HPR was earned in a wage system position, the rate is increased to the current statutory rate for the grade and step or the actual rate of basic pay for the highest grade and step held by the employee, whichever is greater.
  1. New Appointment. The first appointment, regardless of tenure, as an employee of the Federal Government or the government of the District of Columbia.
  2. Promotion. A change of an employee, while continuously employed, from one grade to a higher grade or a higher representative rate.
  3. Rate of Basic Pay (GS) or Schedule Rate of Pay (wage grade (WG), wage supervisor (WS), wage leader (WL). The rate of pay fixed by law or administrative action for the position held by an employee before any deductions and exclusive of additional pay of any kind, except for night shift and environmental differential for wage system employees.
  4. Reassignment. A change of an employee, while serving continuously in the same agency, from one position to another without promotion or change to lower grade.
  5. Reemployment. Employment including reinstatement or another type of appointment, after a break in service of at least one full workday.
  6. Representative Rate. A rate used to determine the nature of the job change (i.e. promotion, change to lower grade, or reassignment) where different kinds of pay schedules are involved. Representative rate is the second step of the grade for Wage System positions and the fourth step of the grade for GS and Performance Management and Recognition System (PMRS) positions.
  7. Retained Grade. The grade used for determining benefits to which an employee is entitled.
  8. Retained Pay. Pay retained for eligible employee who is changed to lower grade when the demotion is not at the employee’s request, for personal cause, or due to a reduction in grade following temporary promotion or who is affected by reduction in force.
  9. Transfer. A change of an employee without a break in service of one full workday from one branch of the Federal Government to another or from one agency to another.
  1. PAY FIXING PROCEDURES. The pay fixing procedures of this installation will be applied by the Director of Human Resources or his designated representative(s) when each personnel action is taken. In all cases where this policy is silent regarding pay setting, applicable regulations of DA and/or OPM will be applied. The following provisions apply:
    1. Temporary Appointments. All temporary appointments will be made at the minimum step rate of the grade to which appointed with the following exceptions:
    1. Federal employees who are converted from non-temporary appointments without a break in service will have their pay preserved to the maximum extent possible. If their existing rate of pay falls between two steps, the higher step will be granted.
    2. When an employee is given a new temporary appointment at a higher grade without a break in service, he/she will receive the equivalent of two step increases (GS) or 4 percent of the representative rate of the grade from which promoted (Wage System).
    3. Application of HPR.
    1. Permanent Appointment.
    1. New Appointments. An employee’s rate of pay will be set at the minimum step rate established for the grade of the position to which assigned except upon assignment to a position for which increased minimum rates of pay have been approved by the OPM, in which case minimum approved special rates will be used. Advanced in-hire rates based on superior qualifications may be assigned if approved by the Chief of Staff or other designated approving official. (Change 1).
    2. Reinstatement/Reemployment/Conversion of to a Career, Career-Conditional, or Excepted Service appointment. Upon reinstatement/reemployment/conversion of a former GS or Wage System employee, to a GS or Wage System position, pay will be set based upon HPR if applicable. If their HPR falls between two steps, the higher step will be granted. The HPR of former Wage System employees will be determined by identifying the previously held Wage System grade and step on current schedule, or granting the actual rates earned, whichever is greater.
    1. Transfers. Pay will be fixed at a rate appropriate for the action.
    2. Promotions.
    1. General Schedule Employees. When an employee is advanced in grade to a GS or PMRS position, pay will be fixed at the lowest scheduled rate of the new grade which exceeds his/her existing rate by two full steps subject to the following:
    1. If there is no step rate in the higher grade which exceeds the present rate by two steps, pay will be fixed at the maximum step of the higher grade.
    2. An employee receiving a saved rate will retain this rate if the appropriate two step increase is less than the existing rate of pay.
    3. If an advanced in-hire rate has been authorized, this rate will be applied.
    4. Upon promotion to a higher grade than that to which demoted through no fault of their own, the HPR or promotion rule will apply to initial and subsequent actions, whichever is greater. If the rates falls between two steps, the higher rate will be used.
    1. General Schedule Employee to Wage System Positions. Upon promotion, an employee is entitled to be paid at the lowest scheduled rate of the grade to which promoted which exceeds his or her existing scheduled rate of pay by at least 4 percent of the representative rate of the grade from which promoted or HPR, whichever is greater.
    2. Wage Employees.
    1. Upon promotion, an employee is entitled to be paid at the lowest scheduled rate of the grade to which promoted which exceeds his or her existing scheduled rate of pay by at least 4 percent of the representative rate of the grade from which promoted or HPR, whichever is greater.
    2. If, upon promotion, there is no rate of pay in the grade to which promoted which meets the above requirement, the employee shall be paid the maximum scheduled rate of the grade to which promoted or his/her existing scheduled rate of pay, if that rate is higher.
    3. When a promotion is to a position in a different wage area, the agency shall determine the employee’s pay entitlement as if there were two pay actions – a promotion and reassignment – and shall process them in the order which gives the employee the maximum benefit. In other words, the employee’s pay entitlement shall be determined as if the employee were promoted under the losing wage area and then reassigned to the new wage area or as if the employee were reassigned to the new wage area and then promoted under the new wage area, whichever provides the greater benefits.
    4. When a promotion is to a GS position, the employee is entitled to a rate in the new grade which exceeds his or her existing rate of pay or HPR, whichever is greater.
    1. Performance Management and Recognition System Employees. Employees receiving a PMRS promotion are entitled to the greater of:
    1. The lowest whole dollar rate of the grade to which promoted that exceeds the PMRS existing rate of pay by 6 percent.
    2. The minimum rate of the higher grade.
    1. Performance Management and Recognition System employees receiving a retained rate under the provisions of 5 U.S.C. 5363 are entitled to one of the following rates:
    1. Basic pay at 6 percent above the rate they would receive (maximum rate of the grade (use GS pay chart) in which employee is serving) if this section of public law did not apply.
    2. Existing rate of basic pay if that rate is higher.
    1. Promotions from PMRS to the GS. Employees promoted from PMRS pay positions into non-PMRS positions get the lowest scheduled rate of basic pay (in the GS grade) which is 6 percent above their existing rate of basic pay. If the amount falls between two steps, pay is set at the higher step of the GS.
    1. Change to lower grade.
    1. General Schedule and Wage Employees.
    1. Upon change to lower grade of an employee who meets the requirements for pay retention, pay will be fixed at the new grade, whenever possible, at a step/rate which is the same or not less than the rate in effect prior to the change to lower grade. This procedure includes competitive and noncompetitive placement of an employee into a position in a formal development program utilized government-wide; an Upward Mobility program, a Career Intern program, or an Apprenticeship program.
    2. When a change to lower grade is at the employee’s request, with the prospect of promotion back to the former grade as soon as possible under merit procedures, pay will be fixed at the rate in the lower grade, which upon re-promotion to the target grade would afford no higher rate than they would have obtained had they remained in that grade (any within-grade increases that would have been accrued will be used in computing this rate).
    3. When an employee is changed to lower grade based on failure to satisfactorily perform assigned duties, pay will be fixed at the step in the lower grade to which the employee would have progressed by means of within-grade increases if all previous federal service had been in the lower grade. In no case shall the pay be fixed at a rate higher than the existing rate.
    4. Employees changed to lower grade at their own request will have their pay fixed at the highest step rate in the lower grade which does not exceed their existing rate. Submission of an application under the Merit Promotion Program is considered at the employee’s request.
    5. When an employee is changed to lower grade following a temporary promotion, the pay will be fixed at the rate to which the employee would have progressed through within-grade increases had the employee not been temporarily promoted. However, if the temporary promotion exceeded 1 year, the rate received during the temporary promotion will be used as the HPR upon change to lower grade.
    1. Performance Management and Recognition System Employees
    1. The performance appraisal rating (i.e., Exceptional, Highly Successful, Fully Successful or Unsatisfactory) received by an employee later assigned to a lower grade PMRS pay position (prior to the effective date of the PMRS pay adjustment) is used to adjust the pay.
    2. Following a temporary promotion terminating after the first day of the first pay period in October, an employee occupying a lower grade PMRS position will receive a pay adjustment based on the official rating received. This computation will include the mandatory portion of comparability increase plus PMRS pay.
    1. Reassignments.
    1. Upon reassignment of GS employees, pay will be fixed at the existing rate held immediately before the effective date of the action. The provision of HPR will be used to set pay for special salary employees provided a determination is made that the employee’s services and contributions to the program of the agency will be greater in the new position.
    2. Upon reassignment of Wage System employees, pay will be fixed at the step of the grade regardless of hourly rate earned in another geographic area immediately before the effective date of the action.
    3. Upon reassignment of General Management (GM) employees, pay will be fixed at the rate which equals or exceeds the existing rate held immediately before the effective date of the action.
  1. PAY ADJUSTMENTS FOR SUPERVISORS. A special adjustment is authorized to advance the pay rate of a supervisor in a GS position who regularly has responsibility for supervision over higher paid WG employee(s). Follow guidelines in CFR 531.

(ATZH-HRC-R)

FOR THE COMMANDER:

 

 

OFFICIAL: CHARLES D. DAVES

Colonel, GS

Chief of Staff

JOSE’ C. MILLER

Acting Director of Information Management

DISTRIBUTION:

HQ, USASC&FG: C

Major commands: C

ATZH-MH (Archives) (1)

ATZH-HRC-R (30)

ISSB, DOIM Files (2)

Svc Sec, ISSB, DOIM (1)

 

11/03/2010