# Presentation: 770489

## NRL PERSONNEL MANAGEMENT DEMONSTRATION PROJECT

***Presentation to***
**Office of Personnel Management**
**2002 Strategic Compensation Conference**
**Breakout Session:  ****Pay Banding**
- 27 August 2002
**Betty A. Duffield**
**Director, Strategic Workforce Planning**
**Naval Research Laboratory**
**Bduffield@hro.nrl.navy.mil**
**202-767-3421**

**Notes:**
Good Afternoon.  It is nice to see so many folks still interested in Demonstration Projects.  My role today is to describe how we designed the NRL Demonstration Project to I hope you will receive some useful information today.

**  ****Pay Banding Structure**
**  ****Setting Pay *****within***** the Contribution-based Compensation System (CCS)**
**  ****Pay Setting *****outside *****CCS**
**  ****Results**
**  ****Information**

**Topics**

##            Career Tracks/Levels, Scores 		and Traditional GS Grades                

**Grade**
**Level    ****1     2     3     4       5      6      7      8      9      10       11    12    13       14    15     ARSAE**
**        ****Scientific and Engineering Professional**
**	**
**      ****Scientific and Engineering Technical**
**	****	****	****	****	****	****	****V**
**         ****Administrative Specialist and Professional**
**         ****Administrative Support**
**          **
**CCS**
**Score**
**Range   ****1                     21                 34    39             47          59        66            80         89**
**	****	****	****	**

| I | II | III | IV | V |
| --- | --- | --- | --- | --- |

| I | II | III | IV       |
| --- | --- | --- | --- |

| I | II | III | IV | V |
| --- | --- | --- | --- | --- |

| I | II | III |
| --- | --- | --- |

##  	 	Advancing Through 			the Career Tracks

***Not based strictly *****on performance of assigned duties**
**Everyone is considered as wanting to perform and performing their duties well**
**Based primarily on scores reflecting employee contributions**
**Employee contributions include:**
**Level of work accomplished**
**Value of contributions to organization’s mission**

## 		Plotting OCS and Basic Pay 		on the Normal Pay Range (NPR)		S&E Professional Career Track

- Employee A

- Employee B

- Employee C

**Overcompensated Range**

**Undercompensated Range**

**0**

**10,000**

**20,000**

**30,000**

**40,000**

**50,000**

**60,000**

**70,000**

**80,000**

**90,000**

**100,000**

**110,000**

**120,000**

**130,000**

**140,000**

**5**

**10**

**15**

**20**

**25**

**30**

**35**

**40**

**45**

**50**

**55**

**60**

**65**

**70**

**75**

**80**

**85**

**90**

**Overall Compensation Score (OCS)**

**Salary $**

- Level 1 (0--21 )

- Level 2 (18--47)

- Level 3 (44--66)

- Level 4 (66-80)

- Level 5 (81-89)

##              	CCS  Compensation 		Adjustment  Categories

| BASIC 
PAY
RANGE | GENERAL INCREASE | MERIT 
INCREASE | CONTRI-BUTION AWARD | LOCAL-ITY PAY | CAREER PROMO-
TION |
| --- | --- | --- | --- | --- | --- |
| Over –
Comp. | May be reduced or denied | No | No—unless on maintained pay | Yes—full | No |
| Normal Pay Range | Yes—full  | Yes—up to 6% not to exceed upper rail for current score or max career level rate | Yes—over $10K requires DOR approval.   Max = $25K | Yes—full  | Yes-to target career level. Must be within top 3 scores & not greater than 10% below top salary of current level.  Up to 20% increase. |
| Under-
Comp. | Yes—full | Yes—not to exceed mid-rail or max career level rate.  DOR approval over 20% | Yes—over $10K requires DOR approval.   Max = $25K | Yes—full  |  |

## 	CCS Results	

**	****CCS Results****	**

**1.31 WGI’S AHEAD OF COMPARISON GROUP**

## 	Pay Setting Outside CCS		External Hires	

**Initial Basic Pay for new employees**
**Full pay range of career level available**
**Appointee qualifications**
**Market comparison**
**Transfers from other Federal agencies**** **
**Based on whether action is a promotion, reassignment, etc****.**
**Those reporting after 1 July are ineligible for CCS pay increases/awards**

##  	  Pay Setting Outside CCS		Internal Staffing Actions	

**Competitive Promotions**
**May be up to 20% greater than current pay**
**Voluntary Change to Lower Pay or Level**
**Pay set at any point in career level up to current basic pay**
**Involuntary Change to Lower Pay or Level**
**Adverse or Performance-based**
**Reduced by at least 6% and set within new career level**
**Other **
**Pay preserved up to the maximum pay for new career level**
**Reduction-in-Force Action**
**Pay is matched**
**Maintained pay**
**Reassignment**
**Pay normally remains the same**

## 	   	Market Salary Reference 	

**Comparison of NRL salary structure with that of the competitive job market**
**Goal is to be competitive with the NRL market average range (+-10% of market average)**
**Watson Wyatt, Mercer, Abbott Langer salary surveys referenced**
**Supervisors work with HR Specialists  to determine appropriate salary for each position**
**Approved by DOR**
**Staffing Allowance for Information Technology (IT) positions**

##  	  For More 		Information	

**E-mail**
- _[Bduffield@hro.nrl.navy.mil](mailto:Bduffield@hro.nrl.navy.mil)_
**Phone**
**202-767-3422**
**WWW Homepage**
- _[http://amp.nrl.navy.mil/hr-demo/](http://amp.nrl.navy.mil/hr-demo/)_
**Direct link to Lab Demo Home Page**
**Federal Register, CCS Results, Tutorial, Video**