POSITION

AD

CODE POSITION TELE cuasstrtcation | 310-1
EMERGENCY MEDICAL TECHNICIAN
EMTB [ai gic G
EMERGENCY MEDICAL TECHNICIAN
EMTF __[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 Cc *
epsp _ [EXPANDED DISPATCH SUPERVISORY Hl ;
DISPATCHER
EXPANDED DISPATCH SUPPORT x
EDSD __|DISPATCHER 7
FACL _|FACILITIES UNIT LEADER if *
FALI___|FALLER, ADVANCED I *
FAL3__ |FALLER, BASIC D *
FAL2 _ |FALLER, INTERMEDIATE E *
THSP [FAMILY LIAISON OFFICER K
FELB _ [FELLING BOSS E *
Espa [FEMA EMERGENCY SUPPORT FUNCTION F
#4 ADMINISTRATIVE SUPPORT
ESET, [FEMA EMERGENCY SUPPORT FUNCTION K
#4 PRIMARY LEADER
pepe [FEMA EMERGENCY SUPPORT FUNCTION 1
ESES #4 STRUCTURE SUPPORT
srw [FEMA EMERGENCY SUPPORT FUNCTION
#4 WILDLAND SUPPORT |
FOBS [FIELD OBSERVER E *
Fsc1__ [FINANCE/ADMINISTRATION SECTION L ;
CHIEF TYPE 1
Fsco__ [FINANCE/ADMINISTRATION SECTION K :
CHIEF TYPE 2
7SC3__ |FINANCE/ADMINISTRATION SECTION ; a"
CHIEF TYPE 3
FRAN _|FIRE BEHAVIOR ANALYST J *
FEMO __ [FIRE EFFECTS MONITOR D *
THSP _|FIRE LOOKOUT D
FFTi _ |FIREFIGHTER TYPE 1 (SQUAD BOSS) D *
FFT2__ |FIREFIGHTER TYPE 2 (CREW MEMBER) Cc *
FIRB |FIRING BOSS E *
FWBM __|FIXED-WING BASE MANAGER i *

2020 DOI AD PAY PLAN


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), or when fuel or weather conditions are such that fires can
readily ignite, spread rapidly and do substantial damage, and 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.

2020 DOI AD PAY PLAN 3


POSITION AD
copE _|POSTTION TITLE cuassirication | 310-1
SOPL STRATEGIC OPERATIONAL PLANNER K
STCR STRIKE TEAM LEADER CREW H
STEN STRIKE TEAM LEADER ENGINE H
STRIKE TEAM LEADER HEAVY ;
STEQ [EQUIPMENT H
STLM STRIKE TEAM LEADER MILITARY H
STPS STRUCTURAL PROTECTION SPECIALIST J *
SPUL SUPPLY UNIT LEADER H Bs
SUBD __|SUPPORT BRANCH DIRECTOR. K *
TFLD TASK FORCE LEADER H me
TIME TIME UNIT LEADER H kl
TESP (TOOL AND EQUIPMENT SPECIALIST [eS
TPOP ITRACTOR/PLOW OPERATOR. H
TPIA 'TRACTOR/PLOW OPERATOR, INITIAL- I
ATTACK
UAS (Unmanned Aircraft System) DATA
UASD __|spECLALIST H .
UASM ___|UAS (Unmanned Aircraft System) MANAGER I *
UAS (Unmanned Aircraft System) MODULE *
UASL LEADER :
UASP UAS (Unmanned Aircraft System) PILOT I *
THSP )VOUCHER EXAMINER F
WHSP__|WATER HANDLING SPECIALIST. F
WOBS _|WEATHER OBSERVER E
INVE WILDLAND FIRE INVESTIGATOR (reference I #
Section B.3 for hiring conditions)
POSITION AD
CODE FOSTEON TELE crassiFication | 311
PRESCRIBED FIRE: DOI PAY PLAN ONLY
RXBI___|Rx BURN BOSS TYPE | I i
RXB2___|Rx BURN BOSS TYPE 2 H *
RXB3___|Rx BURN BOSS TYPE 3 F
RXML Rx FIRE MANAGER TYPE 1 J il
RXM2 __|Rx FIRE MANAGER TYPE 2 I
nc tease erent ae ete — a
2020 DOI AD PAY PLAN 16



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.

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 onc 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, Wheu casuals attend refresher training, the casual shall be paid at their current position
qualification rate.

6. The following [PM 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.

2020 DOI AD PAY PLAN 8



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 withholdings 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.

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.

foe Ss et
2020 DOI AD PAY PLAN 5


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, 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 fucls.
This does not include Mechanical 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 securcd. 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.

. 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 DOL
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 DOI prescribed fire projects.

3. The jurisdictional agency is responsible for hiring and paying under this Pay Plan for DOI
prescribed fire projects.

4. Under no conditions may active members of the Armed Forces be hired, including National
Guard members who have been activated.

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

(pease ee —— —

2020 DOI AD PAY PLAN 4



POSITION AD
CODE BOSTON TITLE cassirication | 310-1
ALL-HAZARDS
SRT3__|BASIC SEARCH & RESCUE TECHNICIAN B
BIOL [BIOLOGIST I
CANH _ |CANINE HANDLER F
CANL _ [CANINE TEAM LEADER G
CONS _ [CONSERVATION SPECIALIST T
DEF! _ |DEFENSIVE STRUCTURAL FIREFIGHTER B
EPID _|EPIDEMIOLOGIST I
HAZARDOUS MATERIALS, OPERATIONS
azz [ier F
HAZL _|HAZARDOUS MATERIALS TEAM LEADER Ht
Haz) _ [HAZARDOUS MATERIALS, TECHNICIAN G
LEVEL
HEQT [HEAVY EQUIPMENT TECHNICIAN H
MSTC__ [MOUNTED SEARCH TECHNICIAN F
SRTI__|SEARCH & RESCUE SQUAD LEADER F
SRTL__|SEARCH & RESCUE TEAM LEADER G
SRT2__|SEARCH & RESCUE TECHNICIAN D
SCOP _|SMALL-CRAFT OPERATOR G
SFFI__|STRUCTURAL FIREFIGHTER 1 Cc
THSP__ [STRUCTURAL FIREFIGHTER 2 D
SFOL _|STRUCTURAL FIRELINE OFFICER H
SWF1__ |SWIFT-WATER-RESCUE SQUAD LEADER F
SWEL _ |SWIFT-WATER-RESCUE TEAM LEADER G
SWF2 _ |SWIFT-WATER-RESCUE TECHNICIAN D
TMRL _|TECHNICAL MOUNTAIN-RESCUE LEADER G
Trt _ |TECHNICAL MOUNTAIN-RESCUE F
TECHNICIAN
TRTI__|TECHNICAL-RESCUE SQUAD LEADER F
TRTL___|TECHNICAL-RESCUE TEAM LEADER G
TRT2__|TECHNICAL-RESCUE TECHNICIAN D
TCA _ |TRAFFIC CONTROL AIDE B

2020 DOI AD PAY PLAN

17


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. Ifa 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)).

2020 DOI AD PAY PLAN 7


United States Department of the Interior

OFFICE OF THE SECRETARY
Washington, DC 20240

FEB 2 8 2020

PERSONNEL BULLETIN 20-03
Subject: 2020 Administratively Determined Pay Plan for Emergency Workers

The 2020 Department of the Interior Administratively Determined (AD) Pay Plan for
Emergency Workers (enclosed) is effective immediately. It remains in effect until the
2021 AD Pay Plan for Emergency Workers is issued. All offices hiring under this
authority should adhere to the provisions of this pay plan.

The following changes to the 2019 AD Pay Plan for Emergency Workers and other items
of note are effective on the date of signature.

e Section B.!: Per Executive Order 13901, signed on December 26, 2019, a 2.85 percent
increase was applied in calculating the 2020 pay rates (a 2.6 percent across-the-board
pay increase to GS rates and a .25 percent adjustment to the Rest of the United States
(RUS).

¢ Section B.2: Added the statement that a new resource order isnot required for
casual employees assigned to a different position qualification.

¢ Section B.4: Removed wording regarding hiring casual employees as contracting
officers and the related statement about re-issued warrants. The Contracting Officer
(CONO) position was also removed from the position matrix.

e Section E.4: Added clarifying language regarding not hiring active military,
including National Guard members in activated status.

e Added the following leveled position to the Incident Position Matrix:

« ASCO, Air Space Coordinator, AD-K; position code was changed
from THSP to ASCO.

e Re-leveled the following positions with no change in the hourly pay rates:

« ACDP, Aircraft Dispatcher, AD-H

« AOBD, Air Operations Branch Director, AD-K
" ASGS, Air Support Group Supervisor, AD-J

* ATGS, Air Tactical Group Supervisor, AD-J

If there are any questions concerning the implementation of this pay plan, please
contact the following bureau personnel listed in the matrix.


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 AD
CODE ROSTEION EITLE CLASsIFIcaTion | 310-1
EMT [ADVANCED EMERGENCY MEDICAL i

TECHNICIAN (not fireline qualified)
AgMr [ADVANCED EMERGENCY MEDICAL ,
(TECHNICIAN -- FIRELINE
‘AOBS [AERIAL OBSERVER F
THSP _|AGENCY ADMINISTRATOR LIAISON M
AREP__|AGENCY REPRESENTATIVE K ¥
ABRO__|AIRCRAFT BASE RADIO OPERATOR E 5
THSP _|AIRCRAFT COORDINATOR (National & GACO) T
ACDP _|AIRCRAPT DISPATCHER H ¥
ATIM [AIRCRAFT TIMEKEEPER D ¥
AOBD _|AIR OPERATIONS BRANCH DIRECTOR K ¥
THSP __|AIR RESOURCE ADVISOR I
‘ASCO __|AIR SPACE COORDINATOR K
‘ASGS [AIR SUPPORT GROUP SUPERVISOR i :
ATGS__|AIR TACTICAL GROUP SUPERVISOR i :
arts JAIR TACTICAL SUPERVISOR (attached to 1
|ASM1)
ATBM __[AIR-[ANKER BASE MANAGER im G
ARCH _ |ARCHEOLOGIST K
AREA COMM. ,
ACAC _|cooRDINATO L
ACDR [AREA COMMANDER (reference Section 8.3 for - .
Airing conditions)
[ASSISTANT AREA COMMANDER
ACLC _[LocisTIcs 7 .
ASSISTANT AREA COMMANDER, Y
ACPC _|PLANNING L
BAEL [BAER TEAMLEADER L
BCMG_|BASE CAMP MANAGER E E
pags [BURNED AREA (EMERGENCY) RESPONSE K
SPECIALIST
THSP _|BUYING TEAM LEADER MENTOR i
BUYM _ [BUYING TEAM MEMBER F

2020 DOI AD PAY PLAN 10


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, 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 | 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 (THSP).

Exception | Classification Pay rate
position # level (per hour)
1 AD-A 15.92
2 AD-B 17.44
3 AD-F 25.72
4 AD-I 34.72
5 AD-K 42.04

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).

2020 DOI AD PAY PLAN 9



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
{SIUBM}, Chapter 10).

c. Off-shift time includes:

(1) time allowed for sleeping aud eating when personnel are frec 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 non-
compensable. 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. ‘I'he
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.

2020 DOI AD PAY PLAN ; 6


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

Classification | Pay rate (per hour)
AD-A 15,92
AD-B 17.44
AD-C 19,52
AD-D 21.44
AD-E 23.60
AD-F 25.72
AD-G 28.04
AD-H 31.44
AD-I 34.72
AD-J 38.28
AD-K 42.04
AD-L 50.36
AD-M 59.88

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 Coo Group

b. Type 1 and Type 2 Incident Commander: State, local, or tribal government employees
who meet qualifications as cerlilied 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. Ifa 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.

2020 DOI AD PAY PLAN 2


POSITION AD
Cank POSITION TITLE cLassinmeation | 310-1
FWPT _ |FIXED-WING PARKING TENDER Cc *
FDUL __ [FOOD UNIT LEADER H :
FUEL [FUELING SPECIALIST D
THSP__|GACC CACHE MANAGER T
THSP _|GACC METEOROLOGIST I
THSP _|GENERAL SUPPORT CLERK Cc
GISS_|GIS SPECIALIST G x
GSUL _|GROUND SUPPORT UNIT LEADER H 5
HEQB _ [HEAVY EQUIPMENT BOSS, Single Resource F
HEAVY EQUIPMENT TECHNICAL
THSP __|sPECIALIST L
HEBM __|HELIBASE MANAGER I ¥
HLCO [HELICOPTER COORDINATOR I ¥
HECM _|HELICOPTER CREW MEMBER D :
HMGB PELICOPTER MANAGER, Single Resource G -
HRSP _|HUMAN RESOURCE SPECIALIST H *
INBA _ [INCIDENT BUSINESS ADVISOR L :
TCT! INCIDENT COMMANDER TYPE 1 (reference M :
Section B.3 for hiring conditions)
Top [INCIDENT COMMANDER TYPE 2 (reference L :
Section B.3 for hiring conditions)
ICT3 _|INCIDENT COMMANDER TYPE 3 I 5
ICT4__ [INCIDENT COMMANDER TYPE 4 F :
ICTS _ [INCIDENT COMMANDER TYPE 5 E
INCIDENT COMMUNICATIONS CENTER
INCM _|MANAGER E .
INCIDENT COMMUNICATIONS
COMT __|TECHNICIAN F .
Top INCIDENT CONTRACT PROJECT G .
INSPECTOR
INCIDENT MEDICAL SPECIALIST
IMSA __|assISTANT 7
INCIDENT MEDICAL SPECIALIST
TIMSM [MANAGER H
INCIDENT MEDICAL SPECIALIST
IMST | TECHNICIAN S
iss [INCIDENT TECHNOLOGY SUPPORT ;
SPECIALIST
TNSP _ [INCIDENT TRAINING SPECIALIST F :
IRIN |INFRARED INTERPRETER G *

2020 DOI AD PAY PLAN 13



POSITION AD
CODE POSITION TITLE CLASSIFICATION | 320-1
Tusp [PAYROLL ACCOUNTING SPECIALIST I gor 7

PAYROLL ACCOUNTING SPECIALIST 2 (or
THSP [payment center use only) F
qusp [PAYROLL ACCOUNTING SPECIALIST a
LEAD (for payment center use only)
PTRC___|PERSONNEL TIME RECORDER E *
THSP [PILOT L
PSCI__ [PLANNING SECTION CHIEF TYPE 1 L *
PSC2__ [PLANNING SECTION CHIEF TYPE 2 K *
PSC3__|PLANNING SECTION CHIEF TYPE 3 ri ¥
PETL _|PREVENTION/EDUCATION TEAM LEADER K *
PETM _|PREVENTION/EDUCATION TEAM MEMBER J *
PROC __|PROCUREMENT UNIT LEADER I ¥
PIO! [PUBLIC INFORMATION OFFICER TYPE 1 L *
PIO2 [PUBLIC INFORMATION OFFICER TYPE 2 K x
PIOF _ [PUBLIC INFORMATION OFFICER I *
PA25 PURCHASING AGENT ($25,000) FS ONLY H
RADO __|RADIO OPERATOR B *
RAMP _|RAMP MANAGER E :
RECEIVING AND DISTRIBUTION
RCDM [MANAGER 7 .
READ _ [RESOURCE ADVISOR I
REAF [RESOURCE ADVISOR ~- FIRELINE I
RESL _|RESOURCES UNIT LEADER H *
RTCM _|RETARDANT CREW MEMBER E 5
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 Cc
SECM _|SECURITY MANAGER E ¥
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
SPECIALTY TRACKED EQUIPMENT
STOP _|opERATOR H
STAM _|STAGING AREA MANAGER E *
SCKN _ |STATUS/CHECK-IN RECORDER E 5
qHsp _ [STRATEGIC FIRE MANAGEMENT K

ANALYST

2020 DOI AD PAY PLAN

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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.

2020 DOI AD PAY PLAN 1


BUREAU POINT OF CONTACT PHONE EMAIL
US. Fish & Wildlife
Service Reah Reedy 208.387.5736 Reah_Reedy@fws.gov
Bureau of Indian
Affairs Robin White 208.387.5463 Robin. White@bia.gov
Bureau of Land
Management Dave Burley 208.387.5420 Dburley@bIm.gov
National Park
Service Christine Peters 208.407.6558 | Christine Peters@nps.gov
Enclosure
Jerlnjfer Ackgrman

Director, Office of Human Capital
Deputy Chief Human Capital Officer



POSITION AD
CODE BOSTON THLE cuassirication | 310-1
CDSP__|CACHE DEMOB SPECIALIST F
THSP CACHE LIAISON G
CASC__|CACHE SUPPLY CLERK Cc
THSP CADRE SUPPORT F
CACB__|CAMP CREW BOSS D
THSP__|CAMP CREW SQUAD BOSS Cc
CAMP __|CAMP HELP A
CLMS ICLAIMS SPECIALIST E *
COML _|COMMUNICATIONS UNIT LEADER H is
COMP _|COMP/CLAIMS UNIT LEADER H :
INJR ICOMPENSATION-FOR-INJURY SPECIALIST E *
COCO _|COMPUTER COORDINATOR G
CDER COMPUTER DATA ENTRY RECORDER D
CONTRACT REPRESENTATIVE NATION-
THSP WIDE G
CONTRACTING OFFICER TECHNICAL
COTR  |REPRESENTATIVE (reference Section B.4 for hiring G
conditions)
COOK _|COOK, HEAD CAMP F
THSP COST APPORTIONMENT TECH SPECIALIST H
COST __|COST UNIT LEADER H -
CRWB __|CREW BOSS F kd
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. Cc e
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

2020 DOI AD PAY PLAN 11


POSITION AD
CODE POSITION TITLE CLASSIFICATION 310-1
IADP__[INITIAL-ATTACK DISPATCHER ee ul
THSP INSTRUCTOR (5-300 and below courses and non-ICS H
courses)
THSP__|INSTRUCTOR (5-400 courses and above) I
INTL _|INTELLIGENCE LEAD j
INTS INTELLIGENCE SUPPORT G
INTERAGENCY RESOURCE
a REPRESENTATIVE GS ‘
THSP___|LABORER Cc
THSP___|LEAD ACCOUNTING TECHNICIAN G
THSP LEAD INSTRUCTOR (5-300 and below courses and I
other non-ICS courses)
THSP__|LEAD INSTRUCTOR (S-400 courses and above) K
LOFR___|LIAISON OFFICER. K *
LSC1 LOGISTICS SECTION CHIEF TYPE 1 L Ed
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
MATERIALS HANDLER, LE
WHLR (warchouse/cache leader) F
GMEC __|MECHANIC (automotive/heavy equipment) G
MEDL _|MEDICAL UNIT LEADER H 7
MILITARY INSTALLATION LOGISTICS
THSP = |COORDINATOR (only used when a battalion is H
ordered)
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
ee = a —

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