Evening star. [volume] (Washington, D.C.) 1854-1972, 1931-02-16
PLAN S|MPL|F|ES
US. SALARY RAISES
Personnel Boards Report
Provides Automatic
Promotions.
Continued From First Page.)

vision and the possibility of elimir atine
also the efficiency rating now made
twice a year was hailed by Miss Cert
rude McNally, vice president of the
National Federation of Federal En-
ployes, as outstanding features of the
report. She felt sure that Government
workers would welcome this recommen-
dalton.
The 400-page report in a nutshell
recommends completely revised CLASH
fication act, which would bring together
into one uniform system the classical
ton of positions in the department and
field services of the Federal Govern
ment. 1t was estimated today that this
would affect about 100000 positions in
the field service and about $4,000 posi-
tons in the District of Columbia.
In other words, 1t was explained by
McReynolds, the new act would cover
all civilian employees of the Govern
ment not otherwise specifically covered
by some salary or wage specification.
The act, in addition, also would au-
thorize the board to assume RESPONSE
bility over about $4,000 or 10000 en-
ployes who were not surveyed by this
activity under McReynolds.
Situation Summarized.
This would include. McReynolds ex-
planned, several groups which are now
under the Jurisdiction of wage boards
such as a considerable number OF en-
ployes in the Washington Navy Yard.
This new jurisdiction situation was
explained specifically in summary OF
the boards report as follows:
THE board recommends that certain
groups Of positions be excluded from
the proposed salary schedules, and while
it proposes their inclusion under the
statute, 1t suggests different procedure
for fixing the pay Of such groups. The
positions that will be given this in
dividual attention are: The mechanical
trades; skilled or unskilled labor Of
ficers or members Of a crew Of vessel
and othsr groups specified in the report
which require especial consideration or
in which the conditions of work are
peculiar and unlike those of the regular
full-time Government positions
Generally speaking the new salary
schedules were explained by the sum-
mary as placing the classification plan
now in effect for the departmental serv-
Ice IN this city in somewhat en-
larged character in order TO apply to
the field positions.
Three New Services Urged.
Three new classification services are
recommended. In addition to the pres
ent professional and scientific service,
the subprofessional service, the clerical,
administrative and fiscal service. the
custodial service and the clerical-nle-
chanical service. the BOARD recommends
an "inspectional and investigational
service" an educational service" and
a "light-keeping and depot-keeping
plete RECESSION and extension OF the pres
emit custodial service to form new
crafts and the custodial service"
The promotion system, which is per-
hAps the newest feature Of the recon-
mendAt ton, was said by McReynolds'
summary Of his report to be designed
to bring about a more uniform treat
ment Of employees throughout the Gov
eminent service coming within the
scope Of the proposed classification act.
The board suggested an efficiency
rating plan by which the head OF each
department shall determine and record
at least once q year whether the serv-
ices Of each employe under his turisdic-
ton and occupying q position subject
to the classification plan have been
good, fair or unsatisfactory. Any en-
ploye rated good shall be automatically
promoted to the next higher rate OF pay
in his class ut least once q year until
he reaches the highest rate Of the class.
provided that Congress has appropriated
money for the payment OF such in
creases.
Such increases viii be limited to one
salary rate q year. An employe rated
fair shall not be eligible for a salary in
crease and II he is receiving q salary
higher than the middle rate Of his class
he shall be reduced one salary rate. An
employe rated unsatisfactory" shall be
either denoted to lower class or grade
or dismissed.
Simpler System Seen.
This new system. if administrative
officers desire, might be worked with
the aid Of the old efficiency rating sys-
tenn. McReynolds explained. but he
TEN, with its big sheet Of lot Of ques-
tions and percentages, would probably
be discarded for more simple system
Of rating an employe into one OF three
groups of good, fair or unsatisfactory.
Generally speaking. the salary sched-
designed TO follow more closely than
DO the present schedules the trend Of
salaries paid in outside industrial
establishments.
comprehensive survey conducted by
the board Of salaries paid TO employees
in private industrial and commercial
establishments shows that most Gov
eminent employees receiving $4,000 a
year or less are being compensated at
relatively higher rate than are en-
ployes performing comparable work in
private industry After the 50 900 mark
Is reached. however. the Federal en-
ployes were found to be at AN ever
increasing disadvantage"
The rates Of compensation in the in
dustrial world. the board pointed out,
take a pronounced upward swing as
positions involving the elements OF
Judgment. discretion and executive abil-
ity are taken into consideration. The
rate of increases for the payment OF
Government positions involving work
requiring these same elements is by no
means as rapid as that for the payment
Of employees in private concerns. The
salary rates recommended by the board
are intended to make the disparity be-
tween Government and non Government
executive positions and the higher tech
nical and professional positions smaller
than II now is by somewhat increasing
levels Of pay for these positions.
The new salary scales recommended
by the board, excluding the clerical
mechanical service, which was not con-
cerned in the field survey, are presented
in full elsewhere in The Star today
They indicate the ranges of pay and the
salary steps in each grade in each
classification service. Any Government
worker now under classification should
be able. by the use of these tables in
The Star. 10 find out approximately. II
not exactly. Just what the new classif-
cation bill would do with his own salary.
Amount Of Raises Higher.
1t will be noted in these tables that
the salary steps are larger than those
in the present classification act. This
means. as a general rule. each advance
ment in pay from one salary rate to TIE
next higher will be OF greater amount
tnan is the case at the present time.
Special salary diherentials are recon-
mended to Offset such factors as isola-