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Pitfalls of Pay Banding
Initially, the Core Compensation Plan (Pay Banding) was introduced to the FAA as
a reward for performance pay program. It was through this medium in which tools
were made available that would allow managers to reward AF personnel, performing
above expectations, with greater pay increases than that of their peers. Through
its internal structure this program would also serve to attract and retain a
resolute federal employee with a superior work ethic and extreme dedication to
serving the public trust. The structure of the Core Compensation Plan also
allows for within band increases at the discretion of the SSC manager. The
percentage of within band increases would be determined by various criteria such
as work performance, attitude, and the ability to work with fellow employees to
achieve the mission. In essence, Pay Banding is well thought out, very
practical, and encompasses numerous incentives to increase work performance on
all levels. It was upon this premise that our union and managerial leadership
decided to switch from the GS pay compensation plan to Pay Banding.
The question now arises that with such a positive and dynamic pay structure, why
are we witnessing an ever-increasing level of dissent and opposition to the Core
Compensation Plan within the very workforce it was designed to benefit?
Answer:
1) No within band increases.
Essentially all federal employees within the Pay Banding model will not receive
a salary increase for the length of their duration within any particular band
regardless of work performance. Despite the Core Compensation guidelines
that state "Within band increases are recommended".
Unlike the GS Scale which afforded within grade "Step Increases",
employees within lets say the H band will NOT receive any base salary increases
until he/she finds an I band position (several years)
2) No salary guidelines
No federal employee within the Core Compensation Plan will receive equal pay for
equal work.
Unlike the GS Scale, Pay Banding pays two equally qualified employees with equal
time in service and equal responsibilities according to the salary they received
from their previous employer before joining the agency. Simply put you are no
longer paid according to the value of your current position. You are paid
according to what you made before coming to the agency. AND your pay will NEVER
match that of your coworker(s) even if you perform above and beyond the call of
duty.
We have individuals who hired on in at the same time yet one makes $20,000 a
year less than the other. Imagine how the lesser paid employee's TSP,
Retirement, Health Insurance and housing is being impacted. No. I am NOT the
lesser paid employee.
3) No salary promotion distinction
No employee will receive anything other than an eight percent increase in base
pay when promoted to the next band regardless of work performance.
Regardless of work performance, all employees within the Core Compensation Plan
will receive the same percentage of base salary increase (8%) with NO
exceptions. Despite the Core Compensation guidelines that state a broad range of
increases are allowable...
4) Lower starting salaries
If you compare the Pay Band ranges to the GS Pay Scale, the H band, which they
say are equivilent to a GS-12, basically starts at GS-11 Step 1 and ends at
GS-12 step-9. The I band begins at GS-12 step 1 and ends at GS 13 step 10 and so
on. In other words, they drastically lowered the bottom end of the bands and
ended within grade increases. With all of this in mind, how does Pay Banding
benefit our federal workforce in any manner?
Core Compensation
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(Locality Pay NOT
Included)
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Pay Band
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Minimum
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Midpoint
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Maximum
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A |
$15,800 |
$19,400 |
$23,100 |
B |
$18 ,100 |
$22,300 |
$26,400 |
C |
$20,500 |
$25,600 |
$30,800 |
D |
$23,600 |
$29,500 |
$35,400 |
E |
$27,100 |
$33,900 |
$40,700 |
F |
$31,100 |
$38,900 |
$46,700 |
G |
$36,400 |
$46,400 |
$56,400 |
H |
$44,400 |
$56,600 |
$68,800 |
I |
$54,100 |
$69,000 |
$83,900 |
J |
$66,000 |
$84,200 |
$102,300 |
K |
$78,900 |
$100,600 |
$122,300 |
| L |
$94,300 |
$120,200 |
$146,200 |
M |
$111,200 |
$131,400 |
$150,000 |
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Contacting Congress, the Senate, and more...
In conjuction with your own representative you may also contact:
Mail:
Committee on Government Reform
U.S. House of Representatives
2157 Rayburn House Office Building
Washington, D.C. 20515
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Phone:
(202) 225-5074
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Fax:
(202) 225-3974
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Take Charge...
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Please note that Fed Life.Org is a non-partisan website dedicated to you, the viewer. You are encouraged to contact your representative about your personal desires and concerns over public services and policies that affect your life.
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