2021 DOI AD PAY PLAN 1

ADMINISTRATIVELY DETERMINED (AD) PAY PLAN FOR 

EMERGENCY WORKERS (CASUALS)

A. PREAMBLE: Pursuant to 5 U.S.C. 5102 (c)(19), 7 U.S.C. 2225 and 2226, 16 U.S.C. 554e 

and 43 U.S.C. 1469, there is hereby established, effective immediately, the following 

Administratively Determined (AD) Pay Plan, which replaces and supersedes previously approved 

plans. In the event there is an emergency in progress on the effective date of this Pay Plan, the 

casuals on that emergency shall be paid under the provisions of the AD Pay Plan in effect at the

time of hire. This Pay Plan applies wherever and whenever it becomes necessary to hire persons:

1. To cope with a sudden and unexpected emergency caused by a fire, or extreme fire 

potential, flood, storm, or any other all-hazard emergency that threatens damage to federally 

protected property, has the potential to cause loss of life, serious injury, public health risk, or 

damage to natural or cultural resources unless brought under immediate control. 

2. To provide emergency assistance to States under formalized agreements.

3. To meet mission assignments issued by the Federal Emergency Management Agency 

(FEMA).

Such hiring is of uncertain and purely temporary duration and must be terminated when other 

employment methods can be initiated. This plan does not provide the authority to hire individuals 

for out-of-country assignments.

This Pay Plan is complete within itself. Therefore, for any hiring under this Pay Plan, the 

provisions herein take precedence over any other policies or regulations that may be prescribed 

elsewhere.

B. ADMINISTRATIVELY DETERMINED (AD) RATES OF PAY: The National Wildfire 

Coordinating Group (NWCG) Incident Business Committee (IBC) facilitates establishment of 

rates and reviews positions on an annual basis. Geographic Area Coordinating Groups (or 

designated agency representatives) may request rates for positions not published in this Pay Plan.

Changes to the Pay Plan may be proposed by any agency for a variety of reasons (such as a new 

law or regulation, clarification of meaning, establishment of new positions). The agency hiring 

official will submit, through normal agency channels, Pay Plan change recommendations to the 

IBC. Pay Plan changes are normally requested and addressed in the first quarter of the fiscal year.
2021 DOI AD PAY PLAN 2

1. Rates paid per hour for work performed at classification levels AD-A through AD-M:

2. If the casual is assigned to a different position qualification (as documented on the SF-261, 

Crew Time Report), adjust the pay rate to the appropriate rate for that position and document 

in the remarks block of the OF-288. A new resource order is not required.

3. The Area Commander, Type 1 or Type 2 Incident Commander, Security Specialist Level 1 

or Level 2, and Wildland Fire Investigator are key positions and can only be filled by current 

agency employees. For state, local, or tribal government employees who cannot work on 

federal incidents under their employment status or cooperative agreement due to policy or 

statute, the following positions may be filled under the included conditions:

a. Area Commander: State, local, or tribal government employees who meet qualifications 

as certified by their Geographic Area Coordinating Group. 

b. Type 1 and Type 2 Incident Commander: State, local, or tribal government employees 

who meet qualifications as certified by their Geographic Area Coordinating Group.

c. Wildland Fire Investigator: State, local, or tribal government employees.

4. When approved by the Bureau Procurement Chief (BPC), retirees may be hired as 

casuals in the Contracting Officer Technical Representative (COTR) position.

5. If a casual is receiving Social Security benefits or equivalent, casual earnings may be 

subject to limitations. Casuals should contact the Social Security Administration (SSA) office 

for further information.

Classification Pay rate (per hour)

AD-A 16.08 

AD-B 17.64 

AD-C 19.72 

AD-D 21.68 

AD-E 23.84 

AD-F 26.00

AD-G 28.32 

AD-H 31.76 

AD-I 35.08 

AD-J 38.68 

AD-K 42.48 

AD-L 50.88 

AD-M 60.48 
2021 DOI AD PAY PLAN 3

C. DESCRIPTION OF AREAS TO WHICH RATES ARE APPLICABLE: These rates 

apply to all 50 States, as well as to the following areas and jurisdictions:

Caroline Islands other Pacific Islands

Guam Virgin Islands

Mariana Islands Puerto Rico

Marshall Islands other Caribbean Islands

American Samoa

D. CIRCUMSTANCES REQUIRED FOR HIRING: Hiring of emergency personnel may be 

made according to the provisions of this Pay Plan when any of the following situations exist:

1. To fight an ongoing fire.

2. To hire personnel during unusually dry periods or when local fire danger is very high to 

extreme (Preparedness Level 4 or 5); when fuel or weather conditions are such that fires can 

readily ignite, spread rapidly and do substantial damage; or when risks of fire occurrence are 

high (for example, severity authority or prevention team activation). Examples of high risks 

occur when the preceding conditions exist and when:

a. unusual lightning activity is present or is predicted;

b. incendiary outbreaks occur; or

c. an unusually large number of people are in the area (for example, opening day of 

hunting season, fishing season, 4th of July, or Labor Day weekend).

3. To provide support to an ongoing incident, including post-incident administration (for 

example, dispatch, warehouse/cache workers, payment team members, administrative support,

and reviews). Post-incident administration normally should not exceed 90 calendar days.

4. To pre-position or place resources on standby for potential dispatch.

5. To temporarily replace members of fire suppression crews or fire management personnel 

who are currently on fires.

6. To allow personnel to attend emergency incident training in preparation for emergency 

incident response, including all-hazard training. In most cases, this should not exceed a total 

of 80 hours per calendar year, regardless of hiring agency. This authority cannot be used to 

circumvent other hiring authorities, such as temporary 1039 appointments or career seasonal 

appointments. The 80-hour limit includes required annual refresher courses. The 80-hour 

limit does not include travel hours.

7. To allow personnel to instruct emergency incident training when all other methods of hiring 

and contracting instructors have been exhausted. Instructing hours will not exceed a total of 

120 hours (excluding travel) per calendar year, regardless of hiring agency, for a qualified 

individual to prepare, instruct, and issue certificates for required courses for emergency 

incident situations as noted in paragraph 6. The 120-hour limit does not include travel hours.
2021 DOI AD PAY PLAN 4

8. To allow medically qualified personnel to support work capacity tests and training courses 

as identified in a risk assessment when all other methods of hiring and contracting have been 

exhausted.

9. To cope with floods, storms, or any other all-hazard emergency that threaten damage to 

federally protected property or have the potential to cause loss of life, serious injury, a public 

health risk, or damage to natural/cultural resources unless brought under immediate control.

10. To carry out emergency stabilization work where there is an immediate danger of loss of 

life or property or when prompt remedial action is essential before potentially damaging 

climatic events occur. 

11. During a transition period, not to exceed 90 calendar days, following an emergency to 

develop plans and manage an emergency stabilization effort until regular employees can 

handle the situation or until other employment methods can be initiated. The 90 calendar days 

begins on the date the Burned Area Emergency Response plan is approved.

12. To meet mission assignments issued by the Federal Emergency Management Agency 

(FEMA) and missions or assignments from other Federal agencies in accordance with 

approved interagency emergency plans. 

13. To hire resources to provide public awareness for an emerging or projected incident, 

event, or situation.

14. To hire casuals for prescribed fire projects for the purpose of reducing hazardous fuels. 

This does not include Mechanical (use of wheeled conveyances or heavy equipment) or 

Chemical Reduction Projects. The term of hire is restricted to no greater than the period 

beginning 24 hours prior to planned ignition and extending through 24 hours after the 

perimeter is secured. This Pay Plan is to be used to provide temporary support due to the 

unpredictable nature of prescribed fire activities and may not be used to circumvent normal 

hiring and contracting procedures.

E. CONDITIONS OF HIRE

1. This Pay Plan applies only to those casuals who are recruited for the sole purpose of 

dealing with an immediate fire emergency, extreme fire potential, or other all-hazard 

emergency.

2. This Pay Plan may be used to supplement regular personnel assigned to 

prescribed fire projects (reference D.14). The term of hire is restricted to no greater 

than 300 hours (excluding travel) per person per calendar year, regardless of 

agency, for prescribed fire projects.

3. It is the responsibility of the jurisdictional agency to hire and pay AD employees under this 

Pay Plan for prescribed fire projects, unless there is a current agreement in place between 

federal partners. 

4. Under no conditions may active members of the Armed Forces be hired, including National 

Guard members who have been activated.
2021 DOI AD PAY PLAN 5

5. Federal retirees may be hired under this plan without a reduction in annuity. However, 

federal retirees who have received Separation Incentive Payments (e.g., VSIP buy-outs) should 

check with their HR office to ensure AD payroll will not be subject to any type of repayment 

based on the terms of their separation. 

6. This authority cannot be used to circumvent other hiring authorities, such as temporary 

1039 appointments or career seasonal appointments.

7. Casuals hired under this plan must meet minimum physical fitness standards, security, and 

qualification requirements as established by agency policy. Hiring units shall use the Single 

Resource Casual Hire Information Form (PMS 934), per agency policy. In addition, casuals 

are required to complete agency-specific health and medical screening requirements for certain 

positions prior to being hired.

8. Casuals in positions that require special certification or license (such as emergency medical 

technicians, drivers, or instructors) must meet the requirements of the hiring agency and of the 

State where the incident is located.

9. The Immigration Reform and Control Act of 1986 (8 U.S.C. 1324A) requires employers to 

hire only individuals who are eligible to work in the United States. This law also requires that 

the Department of Homeland Security (DHS) Form I-9 be completed within 3 business days of 

the appointment. Those units that establish and train organized crews should complete DHS 

Form I-9 as soon as crews are organized to eliminate the need for verification at incidents. 

The appropriately delegated position on the hiring unit or the designee is responsible for 

verifying the eligibility of any casual hired.

10. The agency administrator or designee has the final authority to accept or reject any person 

hired under this Pay Plan. 

11. A social security number is required to work under this Pay Plan. This applies to United 

States citizens as well as to non-resident aliens. Casuals shall be furnished a notice of 

mandatory social security number disclosure at the time of hire.

12. The Internal Revenue Service requires federal tax withholding for non-resident aliens

(reference IRS Publication 515). 

13. The salary rate shown for each classification is the rate per hour to be paid for all the 

service required of the casual. Premium compensation must not be paid for service in excess 

of 8 hours per day or 40 hours per week or for night, Sunday, or holiday work (43 U.S.C. 

1469).

14. The hiring period begins at the point-of-hire and the time an individual is available for 

hire at the request of an agency representative. It ends at the time the casual is returned to the 

point-of-hire or is no longer available. Point-of-hire is defined as the location of the unit 

where hiring documentation is completed or other locations as determined by the hiring unit. 

The hiring unit may determine an alternate location as the point-of-hire to allow for remote 

hiring of an individual and begin pay status from that location.
2021 DOI AD PAY PLAN 6

a. All hours worked under this Pay Plan must be recorded as either on-shift or off-shift. 

All on-shift time is compensable; all off-shift time is non-compensable.

b. On-shift time includes:

(1) time spent in travel from and return to the point-of-hire and related waiting time; 

(2) other travel necessary for the performance of work, such as from fire camp to 

fireline or between fire camps; 

(3) ordered standby; or

(4) actual work. 

(Reference the NWCG Standards for Interagency Incident Business Management

{SIIBM}, Chapter 10).

c. Off-shift time includes:

(1) time allowed for sleeping and eating when personnel are free from assigned duty;

or 

(2) other periods when personnel are free from duty and are not in an ordered standby 

status. Ordered standby occurs when, at the direction of the agency representative, a 

casual is held in a specific location fully outfitted and ready for immediate assignment.

d. Casuals working away from the point-of-hire must be given enough on-shift time 

(travel, ordered standby, and actual work) to total 8 compensable hours for that calendar

day. This 8-hour guarantee does not apply to the first and last day of work or to the first 

and last day of travel.

e. Casuals are entitled to guarantee hours (8 hours) if provided days off on an incident

assignment away from their point-of-hire. 

f. Casuals are not entitled to paid day(s) off upon release from the incident or at their 

point-of-hire (SIIBM, Chapter 10). This is considered off-shift time and is noncompensable. Casuals working at the point-of-hire are not guaranteed 8 hours each 

calendar day.

g. The minimum compensable time allowance for each work period is 2 hours. The 

minimum compensable time allowance of 2 hours does not apply to the first and last day of 

multiple-day assignments.

h. Casuals who are not reassigned and deviate from the normal travel route home will only 

be reimbursed for the number of miles back to the point-of-hire. Casuals are not entitled to 

transportation provided by the Government from the point the travel deviation occurs. The 

travel deviation must be documented and attached to the casual’s original time record 

(OF-288). This documentation shall also be included in the incident record.
2021 DOI AD PAY PLAN 7

15. All transportation required from point-of-hire until return to point-of-hire must be at 

government expense, except as stated in section 14 (h) above. If a casual is fired or quits 

without an acceptable reason before the emergency is over, pay will be stopped at that time. A 

government official may decide whether or not the government will provide return 

transportation and if the casual will be paid for travel time back to the point-of-hire.

16. Meal periods should be applied in accordance with the NWCG Standards for Interagency 

Incident Business Management (SIIBM), Chapter 10.

17. When casuals do not receive adequate food or lodging, they shall be in pay status the 

entire time they are working, sleeping, or eating. Adequate food is defined as meals ready to 

eat (MREs), sack lunches, military-type rations, and hot can or similar meals. Adequate 

lodging is described as a sleeping bag (paper or cloth) or a blanket or equivalent covering to 

provide protection from the elements for sleeping.

18. Whenever deemed practical and necessary by the agency representative, subsistence and 

lodging may be provided at government expense for casuals under this Pay Plan. When 

feasible, utilize buying teams or other procurement officials to obtain these services via 

purchase card or other procurement instrument. If the government cannot provide subsistence 

for a casual, reimbursement should be made through the agency travel process. The hiring 

agency/unit is responsible for issuing authorization to travel (if required) and for processing

claims for travel expense reimbursement per agency procedures. 

19. Casuals under this Pay Plan are not entitled to earn or to be granted annual or sick leave or 

to be covered under the Federal Employees’ Group Life Insurance Act (5 U.S.C. 87), Civil 

Service Retirement Act (5 U.S.C. 83), Federal Employees’ Retirement System (5 U.S.C. 84), 

or the Federal Insurance Contributions Act (26 U.S.C. 3121 (b) (6) (c)). However, the Federal 

Employees’ Compensation Act (5 U.S.C. 81) does cover casuals.

20. Under the provisions of 5 U.S.C. 8501, federal agencies do not report wages earned to 

state offices for unemployment compensation purposes. The services performed by an 

individual on a temporary basis in case of fire, storm, earthquake, flood, or similar emergency 

incidents are not considered as performing federal service for the purpose of reporting wages 

for unemployment compensation benefits. Casuals may furnish statements of earnings to State 

Unemployment Offices on their own behalf.

21. Federal and state taxes must be withheld from salary payments. Each casual employee 

shall present IRS Form W-4, if applicable, at the time of initial hire. If the casual fails to 

submit a W-4, federal taxes must be withheld at the single rate with no exemptions. An IRS 

Form W-2 must be issued to the casual at the end of the year in which reported wages are 

earned. State taxes must be withheld for the state in which the casual is hired.

22. Social Security excludes emergency services from Medicare and Social Security 

withholdings for service performed by an individual serving on a temporary basis in case of 

fire, storm, snow, earthquake, flood, or other similar emergency (Social Security Act, Section 

218 [42 U.S.C. 418] {c}{6}).
2021 DOI AD PAY PLAN 8

23. Casuals under this Pay Plan cannot supervise, hire, order, or recommend payments that in 

any way affect a company or contractor that the casual has ownership or employment with, or 

perform any other financial responsibilities to or for the company or contractor on an incident. 

If such working conditions exist on an incident or other workplace, the casual employee must 

immediately disclose any relationship with the company or contractor to the Agency 

Administrator, Incident Business Advisor, or Finance/Administration Section Chief for 

immediate action.

24. Hiring units shall adhere to agency-specific policy on hiring relatives as casuals. 

F. POSITION CLASSIFICATION

1. Rates are determined according to the job performed. Previous lengths of service and/or 

additional qualifications are not used to determine pay rate. Occasional or infrequent duties at 

a higher level do not justify a change in the pay rate.

2. Positions listed in the Incident Position Matrix (IPM) which are found in the Wildland Fire 

Qualification System Guide (PMS 310-1) are designated with an asterisk in the 310-1 column. 

Individuals must possess a current agency-issued incident qualification card (Red Card) 

showing specific qualifications for the position in which they are hired.

3. When casuals work as trainees, they shall be paid one Administratively Determined (AD)

rate lower than the full performance AD rate, i.e., a fireline squad boss trainee would be paid 

at the AD-C rate.

4. When casuals attend emergency incident training to qualify for another position, the casual 

shall be paid at one AD rate lower than the full performance rate.

5. When casuals attend refresher training, the casual shall be paid at their current position 

qualification rate.

6. The following IPM outlines the national standard rates prescribed for positions commonly 

utilized in the Incident Command System (ICS) structure.

7. Exception Positions: If there are no positions on the IPM that fit the scope of duties for a 

position needed and the extent of a current emergency necessitates unique skills, an exception 

position could be established at the AD-A, AD-B, AD-F, AD-I, or AD-K classification levels 

at the local unit by an appropriately delegated hiring official. Please reference agency-specific 

guidance regarding approval for exception positions. A brief description of duties must 

accompany the Single Resource Casual Hire Information form. The classifications below 

should be used as guidelines when determining at what level a new position may be 

established:

a. Exception Position 1 – Level AD-A. Positions at this level require no specialized skills 

or training. The job requires the performance of simple routine, repetitive work tasks 

under close supervision or requires following oral or written specific step-by-step

instructions.
2021 DOI AD PAY PLAN 9

b. Exception Position 2 – Level AD-B. Positions at this level require minimal skills or 

training. Routine assignments are carried out independently. Oral or written assignments 

are given with general information on quality, quantity, and timeframe expectations.

c. Exception Position 3 – Level AD-F. Positions at this level require skills acquired 

through specific job training or experience. Work is performed independently. The 

incumbent of the position is expected to interpret instructions, plan work, or lead or 

supervise positions at the next lower level.

d. Exception Position 4 – Level AD-I. Positions at this level require skills acquired 

through specific job training, technical education, or experience and require the ability to 

apply or use specialized, complicated techniques or equipment. The incumbent of this 

position is expected to instruct others in the requirements of the job, plan work, or 

supervise positions at the next lower level. This level requires independent judgment and 

decision making. Assignments are expected to be completed and problems resolved 

independently. 

e. Exception Position 5 – Level AD-K. Positions at this level require expert knowledge 

and very high skill level in applying a wide range of concepts, principles, and practices 

associated with professional or administrative work. Most often, the positions at this level 

are commensurate with knowledge gained from successful completion of Incident 

Command System (ICS) 400 level and above courses, qualifications at the Type 1 or 2 

level, or “ologist” type positions (such as hydrologist) that require a higher level of

education or certification. Incumbents of these positions may be required to supervise 

other professionals or a group of technical specialists (THSPs).

 Exception

 position #

Classification

 level

 Pay rate

 (per hour)

 1 AD-A 16.08 

 2 AD-B 17.64 

 3 AD-F 26.00

 4 AD-I 35.08 

 5 AD-K 42.48 

For payment purposes, when completing the OF-288 (Incident Time Report), the Exception

Position code will be recorded as a technical specialist (i.e., THSP-Exception Position 3, AD-F), 

with the actual position title (i.e., Biological Technician) documented in the remarks section. A 

trainee hired for an Exception Position will be paid at the next lower rate (i.e., THSP-Exception 

Position 3, Biological Technician/T, AD-E).
2021 DOI AD PAY PLAN 10

INCIDENT POSITION MATRIX

(correlates positions within the Incident Command System {ICS}

to classification levels AD-A to AD-M)

Note: The abbreviated ICS position code identifiers are in the left-hand column. Asterisks in the 

right-hand column indicate that positions and qualifications are listed in PMS 310-1. 

POSITION 

CODE POSITION TITLE AD 

CLASSIFICATION 310-1

AEMT ADVANCED EMERGENCY MEDICAL 

TECHNICIAN (not fireline qualified) H

AEMF ADVANCED EMERGENCY MEDICAL 

TECHNICIAN -- FIRELINE I

AOBS AERIAL OBSERVER F

THSP AGENCY ADMINISTRATOR LIAISON M

AREP AGENCY REPRESENTATIVE K *

ABRO AIRCRAFT BASE RADIO OPERATOR E *

THSP AIRCRAFT COORDINATOR (National & GACC) I

ACDP AIRCRAFT DISPATCHER H *

ATIM AIRCRAFT TIMEKEEPER E *

AOBD AIR OPERATIONS BRANCH DIRECTOR K *

THSP AIR RESOURCE ADVISOR J

ASCO AIR SPACE COORDINATOR K

ASGS AIR SUPPORT GROUP SUPERVISOR J *

ATGS AIR TACTICAL GROUP SUPERVISOR J *

AITS AIR TACTICAL SUPERVISOR (attached to 

ASM1) J

ATBM AIR-TANKER BASE MANAGER I *

ARCH ARCHEOLOGIST K

ACAC AREA COMMAND AVIATION 

COORDINATOR L *

ACDR AREA COMMANDER (reference Section B.3 for 

hiring conditions) M *

ACLC ASSISTANT AREA COMMANDER 

LOGISTICS L *

ACPC ASSISTANT AREA COMMANDER, 

PLANNING L *

BAEL BAER TEAM LEADER L

BCMG BASE CAMP MANAGER E *

BAES BURNED AREA (EMERGENCY) RESPONSE 

SPECIALIST K

THSP BUYING TEAM LEADER MENTOR J

BUYM BUYING TEAM MEMBER F
2021 DOI AD PAY PLAN 11

POSITION 

CODE POSITION TITLE AD 

CLASSIFICATION 310-1

CDSP CACHE DEMOB SPECIALIST F

THSP CACHE LIAISON G

CASC CACHE SUPPLY CLERK C

THSP CADRE SUPPORT F

CACB CAMP CREW BOSS D

THSP CAMP CREW SQUAD BOSS C

CAMP CAMP HELP A

CLMS CLAIMS SPECIALIST E *

COML COMMUNICATIONS UNIT LEADER H *

THSP COMMUNITY MITIGATION ASSESSMENT 

TEAM LEADER J

THSP COMMUNITY MITIGATION ASSESSMENT 

TEAM MEMBER I

COMP COMP/CLAIMS UNIT LEADER H *

INJR COMPENSATION-FOR-INJURY SPECIALIST E *

COCO COMPUTER COORDINATOR G

CDER COMPUTER DATA ENTRY RECORDER D

THSP CONTRACT REPRESENTATIVE NATIONWIDE G

COTR

CONTRACTING OFFICER TECHNICAL 

REPRESENTATIVE (reference Section B.4 for hiring 

conditions)

G

COOK COOK, HEAD CAMP F

THSP COST APPORTIONMENT TECH SPECIALIST H

COST COST UNIT LEADER H *

CRWB CREW BOSS F *

CREP CREW REPRESENTATIVE G *

THSP CRITICAL INCIDENT PEER SUPPORT K

DECK DECK COORDINATOR F *

DMOB DEMOBILIZATION UNIT LEADER H *

THSP DEPUTY INCIDENT COMMANDER TYPE 1 M

THSP DEPUTY INCIDENT COMMANDER TYPE 2 L

DPRO DISPLAY PROCESSOR C *

DIVS DIVISION/GROUP SUPERVISOR J *

DOCL DOCUMENTATION UNIT LEADER F *

DZOP DOZER OPERATOR H

DZIA DOZER OPERATOR, INITIAL-ATTACK I

DRVA DRIVER, CLASS A CDL REQUIRED E

DRVB DRIVER, CLASS B CDL REQUIRED E

DRIV DRIVER/OPERATOR D
2021 DOI AD PAY PLAN 12

POSITION 

CODE POSITION TITLE AD 

CLASSIFICATION 310-1

EMTB EMERGENCY MEDICAL TECHNICIAN

BASIC G

EMTF EMERGENCY MEDICAL TECHNICIAN 

FIRELINE H

ENGB ENGINE BOSS F *

ENOP ENGINE OPERATOR E

EQPI EQUIPMENT INSPECTOR D

EQPM EQUIPMENT MANAGER E *

EQTR EQUIPMENT TIME RECORDER E *

CORD EXPANDED DISPATCH COORDINATOR J *

EDRC EXPANDED DISPATCH RECORDER C *

EDSP EXPANDED DISPATCH SUPERVISORY 

DISPATCHER H *

EDSD EXPANDED DISPATCH SUPPORT 

DISPATCHER F *

FACL FACILITIES UNIT LEADER H *

FAL1 FALLER, ADVANCED J *

FAL3 FALLER, BASIC D *

FAL2 FALLER, INTERMEDIATE E *

THSP FAMILY LIAISON OFFICER K

FELB FELLING BOSS F *

ESFA FEMA EMERGENCY SUPPORT FUNCTION 

#4 ADMINISTRATIVE SUPPORT F

ESFL FEMA EMERGENCY SUPPORT FUNCTION 

#4 PRIMARY LEADER K

ESFS FEMA EMERGENCY SUPPORT FUNCTION 

#4 STRUCTURE SUPPORT I

ESFW FEMA EMERGENCY SUPPORT FUNCTION 

#4 WILDLAND SUPPORT I

FOBS FIELD OBSERVER F *

FSC1 FINANCE/ADMINISTRATION SECTION 

CHIEF TYPE 1 L *

FSC2 FINANCE/ADMINISTRATION SECTION 

CHIEF TYPE 2 K *

FSC3 FINANCE/ADMINISTRATION SECTION 

CHIEF TYPE 3 J *

FBAN FIRE BEHAVIOR ANALYST J *

FEMO FIRE EFFECTS MONITOR D *

THSP FIRE LOOKOUT D

FFT1 FIREFIGHTER TYPE 1 (SQUAD BOSS) D *

FFT2 FIREFIGHTER TYPE 2 (CREW MEMBER) C *

FIRB FIRING BOSS F *

FWBM FIXED-WING BASE MANAGER I *
2021 DOI AD PAY PLAN 13

POSITION 

CODE POSITION TITLE AD 

CLASSIFICATION 310-1

FWPT FIXED-WING PARKING TENDER E *

FDUL FOOD UNIT LEADER H *

FUEL FUELING SPECIALIST D

THSP GACC CACHE MANAGER J

THSP GACC METEOROLOGIST J

THSP GENERAL SUPPORT CLERK C

GISS GIS SPECIALIST G *

GSUL GROUND SUPPORT UNIT LEADER H *

HEQB HEAVY EQUIPMENT BOSS, Single Resource F *

THSP HEAVY EQUIPMENT TECHNICAL 

SPECIALIST L

HEBM HELIBASE MANAGER I *

HLCO HELICOPTER COORDINATOR I *

HECM HELICOPTER CREW MEMBER D *

HMGB HELICOPTER MANAGER, Single Resource 

Boss G *

HRSP HUMAN RESOURCE SPECIALIST H *

INBA INCIDENT BUSINESS ADVISOR L *

ICT1 INCIDENT COMMANDER TYPE 1 (reference 

Section B.3 for hiring conditions) M *

ICT2 INCIDENT COMMANDER TYPE 2 (reference 

Section B.3 for hiring conditions) L *

ICT3 INCIDENT COMMANDER TYPE 3 J *

ICT4 INCIDENT COMMANDER TYPE 4 F *

ICT5 INCIDENT COMMANDER TYPE 5 E *

INCM INCIDENT COMMUNICATIONS CENTER 

MANAGER E *

COMT INCIDENT COMMUNICATIONS 

TECHNICIAN F *

ICPI INCIDENT CONTRACT PROJECT 

INSPECTOR G *

IMSA INCIDENT MEDICAL SPECIALIST 

ASSISTANT G

IMSM INCIDENT MEDICAL SPECIALIST 

MANAGER H

IMST INCIDENT MEDICAL SPECIALIST 

TECHNICIAN G

ITSS INCIDENT TECHNOLOGY SUPPORT 

SPECIALIST I

TNSP INCIDENT TRAINING SPECIALIST F *

IRIN INFRARED INTERPRETER G *
2021 DOI AD PAY PLAN 14

POSITION 

CODE POSITION TITLE AD 

CLASSIFICATION 310-1

IADP INITIAL-ATTACK DISPATCHER H *

THSP INSTRUCTOR (S-300 and below courses and non-ICS 

courses) H

THSP INSTRUCTOR (S-400 courses and above) J

INTS INTELLIGENCE SUPPORT G

IARR INTERAGENCY RESOURCE 

REPRESENTATIVE G *

THSP LABORER C

THSP LEAD ACCOUNTING TECHNICIAN G

THSP LEAD INSTRUCTOR (S-300 and below courses and 

other non-ICS courses) I

THSP LEAD INSTRUCTOR (S-400 courses and above) K

LOFR LIAISON OFFICER K *

LSC1 LOGISTICS SECTION CHIEF TYPE 1 L *

LSC2 LOGISTICS SECTION CHIEF TYPE 2 K *

LSC3 LOGISTICS SECTION CHIEF TYPE 3 J *

LTAN LONG-TERM FIRE ANALYST J *

MCCO MAC GROUP COORDINATOR K

THSP MAC ADMINISTRATIVE SUPPORT D

MABM MAFFS AIRTANKER BASE MANAGER H

MABS MAFFS AIRTANKER BASE SPECIALIST F

MALO MAFFS ASSISTANT LIAISON OFFICER H

MAFF MAFFS LIAISON OFFICER J

THSP MASTER PARACHUTE RIGGER H

WHHR MATERIALS HANDLER (warehouse/cache worker) E

WHLR MATERIALS HANDLER, LEADER 

(warehouse/cache leader) F

GMEC MECHANIC (automotive/heavy equipment) G

MEDL MEDICAL UNIT LEADER H *

THSP

MILITARY INSTALLATION LOGISTICS 

COORDINATOR (only used when a battalion is 

ordered)

H

MXMS MIXMASTER G *

THSP NMAC / GMAC CREW COORDINATOR I

OPBD OPERATIONS BRANCH DIRECTOR K *

OSC1 OPERATIONS SECTION CHIEF TYPE 1 L *

OSC2 OPERATIONS SECTION CHIEF TYPE 2 K *

OPS3 OPERATIONS SECTION CHIEF TYPE 3 J *

ORDM ORDERING MANAGER E *

PACK PACKER F

EMPF PARAMEDIC FIRELINE J

EMTP PARAMEDIC (not fireline qualified) J
2021 DOI AD PAY PLAN 15

POSITION 

CODE POSITION TITLE AD 

CLASSIFICATION 310-1

THSP PAYROLL ACCOUNTING SPECIALIST 1 (for 

payment center use only) C

THSP PAYROLL ACCOUNTING SPECIALIST 2 (for 

payment center use only) F

THSP PAYROLL ACCOUNTING SPECIALIST 

LEAD (for payment center use only) G

PTRC PERSONNEL TIME RECORDER E *

THSP PILOT L

PSC1 PLANNING SECTION CHIEF TYPE 1 L *

PSC2 PLANNING SECTION CHIEF TYPE 2 K *

PSC3 PLANNING SECTION CHIEF TYPE 3 J *

PETL PREVENTION/EDUCATION TEAM LEADER K *

PETM PREVENTION/EDUCATION TEAM MEMBER J *

PROC PROCUREMENT UNIT LEADER I *

PIO1 PUBLIC INFORMATION OFFICER TYPE 1 L *

PIO2 PUBLIC INFORMATION OFFICER TYPE 2 K *

PIOF PUBLIC INFORMATION OFFICER I *

RADO RADIO OPERATOR B *

RAMP RAMP MANAGER G *

RCDM RECEIVING AND DISTRIBUTION 

MANAGER E *

READ RESOURCE ADVISOR I

REAF RESOURCE ADVISOR -- FIRELINE J

RESL RESOURCES UNIT LEADER H *

RTCM RETARDANT CREW MEMBER D *

SOFR SAFETY OFFICER LINE I *

SOF1 SAFETY OFFICER TYPE 1 L *

SOF2 SAFETY OFFICER TYPE 2 K *

THSP SEAT COORDINATOR I

SECG SECURITY GUARD (not Law Enforcement) C

SECM SECURITY MANAGER J *

THSP SENIOR PARACHUTE RIGGER F

SVBD SERVICE BRANCH DIRECTOR K *

SEMG SINGLE ENGINE A/T MANAGER G *

SITL SITUATION UNIT LEADER H *

SMEC SMALL-ENGINE MECHANIC E

STOP SPECIALTY TRACKED EQUIPMENT 

OPERATOR H

STAM STAGING AREA MANAGER F *

SCKN STATUS/CHECK-IN RECORDER E *

THSP STRATEGIC FIRE MANAGEMENT 

ANALYST K
2021 DOI AD PAY PLAN 16

POSITION 

CODE POSITION TITLE AD 

CLASSIFICATION 310-1

SOPL STRATEGIC OPERATIONAL PLANNER K *

STCR STRIKE TEAM LEADER CREW H *

STEN STRIKE TEAM LEADER ENGINE H *

STEQ STRIKE TEAM LEADER HEAVY 

EQUIPMENT H *

STLM STRIKE TEAM LEADER MILITARY H

STPS STRUCTURAL PROTECTION SPECIALIST J *

SPUL SUPPLY UNIT LEADER H *

SUBD SUPPORT BRANCH DIRECTOR K *

TFLD TASK FORCE LEADER H *

TIME TIME UNIT LEADER H *

TESP TOOL AND EQUIPMENT SPECIALIST C

TPOP TRACTOR/PLOW OPERATOR H

TPIA TRACTOR/PLOW OPERATOR, INITIALATTACK I

UASD UAS (Unmanned Aircraft System) DATA 

SPECIALIST H *

UASM UAS (Unmanned Aircraft System) MANAGER I *

UASL UAS (Unmanned Aircraft System) MODULE 

LEADER I *

UASP UAS (Unmanned Aircraft System) PILOT I *

THSP VOUCHER EXAMINER F

WHSP WATER HANDLING SPECIALIST F

WOBS WEATHER OBSERVER E

INVF WILDLAND FIRE INVESTIGATOR (reference 

Section B.3 for hiring conditions) I *

POSITION 

CODE POSITION TITLE AD 

CLASSIFICATION 310-1

PRESCRIBED FIRE

RXB1 Rx BURN BOSS TYPE 1 I *

RXB2 Rx BURN BOSS TYPE 2 H *

RXB3 Rx BURN BOSS TYPE 3 F

RXMG PRESCRIBED FIRE MANAGER J *
2021 DOI AD PAY PLAN 17

POSITION 

CODE POSITION TITLE AD

CLASSIFICATION 310-1

ALL-HAZARDS

SRT3 BASIC SEARCH & RESCUE TECHNICIAN B

BIOL BIOLOGIST J

CANH CANINE HANDLER F

CANL CANINE TEAM LEADER G

CONS CONSERVATION SPECIALIST J

DFF1 DEFENSIVE STRUCTURAL FIREFIGHTER B

EPID EPIDEMIOLOGIST J

HAZ2 HAZARDOUS MATERIALS, OPERATIONS

LEVEL F

HAZL HAZARDOUS MATERIALS TEAM LEADER H

HAZ1 HAZARDOUS MATERIALS, TECHNICIAN 

LEVEL G

HEQT HEAVY EQUIPMENT TECHNICIAN H

MSTC MOUNTED SEARCH TECHNICIAN F

SRT1 SEARCH & RESCUE SQUAD LEADER F

SRTL SEARCH & RESCUE TEAM LEADER G

SRT2 SEARCH & RESCUE TECHNICIAN D

SCOP SMALL-CRAFT OPERATOR G

SFF1 STRUCTURAL FIREFIGHTER 1 C

THSP STRUCTURAL FIREFIGHTER 2 D

SFOL STRUCTURAL FIRELINE OFFICER H

SWF1 SWIFT-WATER-RESCUE SQUAD LEADER F

SWFL SWIFT-WATER-RESCUE TEAM LEADER G

SWF2 SWIFT-WATER-RESCUE TECHNICIAN D

TMRL TECHNICAL MOUNTAIN-RESCUE LEADER G

TMRT TECHNICAL MOUNTAIN-RESCUE 

TECHNICIAN F

TRT1 TECHNICAL-RESCUE SQUAD LEADER F

TRTL TECHNICAL-RESCUE TEAM LEADER G

TRT2 TECHNICAL-RESCUE TECHNICIAN D

TCA1 TRAFFIC CONTROL AIDE B