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2009 NSPS Salary Increases

2009 NSPS Salary Increases

Kyle Stone | GovCentral Editor
















Standard Career Group


Professional / Analytical (YA)

2008
Pay Band 1: $26,008 – $62,593
Pay Band 2: $39,407 – $89,217
Pay Band 3: $77,018 – $130,211

2009 Low Estimate: 2.4 percent increase
Pay Band 1: $26,632 – $64,096
Pay Band 2: $40,353 – $91,358
Pay Band 3: $78,866 – $133,336

2009 High Estimate: 3.4 percent increase
Pay Band 1: $26,892 – $64,721
Pay Band 2: $40,749 – $92,250
Pay Band 3: $79,637 – $134,638


Technician / Support (YB)

2008
Pay Band 1: $16,880 – $38,060
Pay Band 2: $32,217 – $56,973
Pay Band 3: $47,679 – $75,075

2009 Low Estimate: 2.4 percent increase
Pay Band 1: $17,285 – $38,973
Pay Band 2: $32,990 – $58,340
Pay Band 3: $48,823 – $76,878

2009 High Estimate: 3.4 percent increase
Pay Band 1: $17,453 – $39,354
Pay Band 2: $33,312 – $58,910
Pay Band 3: $49,301 – $77,628


Supervisor / Manager (YC)

2008
Pay Band 1: $32,217 – $62,593
Pay Band 2: $57,146 – $110,691
Pay Band 3: $80,302 – $130,211

2009 Low Estimate: 2.4 percent increase
Pay Band 1: $32,990 – $64,095
Pay Band 2: $58,518 – $113,346
Pay Band 3: $82,229 – $133,336

2009 High Estimate: 3.4 percent increase
Pay Band 1: $33,312 – $64,721
Pay Band 2: $59,089 – $114,454
Pay Band 3: $83,032 – $134,638


Student (YP)

2008
Pay Band 1: $16,880 – $38,060

2009 Low Estimate: 2.4 percent increase
Pay Band : $17,285 – $38,973

2009 High Estimate: 3.4 percent increase
Pay Band 1: $17,453 – $39,354


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  • Photo_user_blank_big

    IMHO

    almost 6 years ago

    2 comments

    I agree that NSPS is unfair to the vast majority of employees, especially with regards to the COLA. At DoD, some fraction (20-33% ?) of the COLA money is put into the paypool. Those employees who receive a level 3 rating don't receive their full COLA. I've been fortunate to receive a level 4 rating the past two years and therefore have received the full COLA plus a raise and bonus. While I've greatly benefited from this system (my raise from my recent performance rating equals 10% of pay plus a 1K bonus - and yes, I feel guilty - but also thrilled at the same time), I know most of my very deserving peers forfeited some of their COLA to pay my larger raise. For the most part, they work just as hard as me but don't happen to be working on visible or "important" projects in the eyes of the SES. NSPS gives the greatest benefit to those working on visible projects - which is the same thing that happens in the GS system, except in the GS system everyone at least received their full COLA. Bottomline, the system is intended to save the government money - just like FERS versus CSRS.

  • Photo_user_blank_big

    abolishnsps

    almost 6 years ago

    16 comments

    The NSPS invites and fosters corruption at the highest level. Please write to President Elect Obama and ask him to abolish the NSPS in his first days in office. We need to protect our government employees.

  • Photo_user_blank_big

    sdpsdca

    almost 6 years ago

    4 comments

    I also have concerns with NSPS, we just completed our first year and I faired quite well due to the fact my office won several awards this past year.. I clearly see though if an individual is on the outside of a particular social circle they're more than likey going to recieve middle of the road evaluations. Thank God my employees are not under the NSPS system, its an administrative quagmire. I think NSPS is great for those who are topped out or between steps 5-10 and wouldn't normally be getting raises every year under the old system.

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    ubyy

    almost 6 years ago

    2 comments

    Dont forget the raise you wont be getting when going from what was a GS-7 to what was a GS-9, the $5000 you lost compared to the GS system. GS-9 to GS-11 is a loss of $7000 per year and all future raises are figured on % so it gets compounded each year.

    Also, no bonus like GS can Get. They give a "bonus" but it comes from your share(s). It is a system built for management and supervisors. I would have been a GS-9 step 3, but My salary is over $2000 less. They try to tell you the difference will be made up during the years the GS system has no step increase, but we dont get the same cost of living increase they do, and that is every year! I am still researching their COLA and how it is figured, but I know it is not from our base pay like the GS system.

  • Photo_user_blank_big

    Borderman

    almost 6 years ago

    2 comments

    This system is a farce! As stated by numerous of the below comments it is not a fair sysytem for the employee. Voices must be sent to our congressional and senate delegates to repeal NSPS. We also must join forces with the unions to repeal NSPS. Though the GS system was/is not the best, it did allow fairness to be served.

  • Photo_user_blank_big

    endebt

    almost 6 years ago

    2 comments

    Why are only the working force on NSPS when the SES are still on there original pay scale. when NSPS was brought to us (force fed) it was stated that everyone would be on this system. Today that is not true and if it is not good enough for the SES community why should it be good enough for us. The amount of money put into this system was a waist, it would have been cheaper and more reasonable to fix the GS systme if it needed to be fixed and sent this out the door with Rumbsfield.

  • Mike_crop_max50

    Floridaze1

    almost 6 years ago

    2 comments

    NSPS is supposed to be a Pay for Performance based system. The key word is "based". Much like a movie advertisement that touts it as being "based" on a true story. The amount of basis is what is key in the NSPS system. When there is a finite amount of money available, there can never be a true Pay for Performance system. Since the amount of money in each paypool is finite and even diminishing, as any payouts for retiress with excess leave and relocations are paid from the pool, there is not enough money to give everyone their true worth. As a result, the amount of money is worked to fit a bell shaped curve where there are 5% at either end and the other 90% is distributed throughout the remainder. Even within this 90% there is finagling and fiddling with the numbers. In addition, this system is fraught with other problems. The "Good Ole Boy" system is being perpetuated by NSPS. Those employees who have social friends in the pay pool or have friends who can advocate strongly to the pool managers are more likely to get the higher ratings than those who don't socialize with the right people. Another disquieting result of this egregious system is that one can never achieve the full value of the COLAs that are allocated each year unless you aere in the top 5%. COLAs should not be tied to the NSPS evaluating portion. Money that used to be set aside for step increases, special within grades awards and annual salary awards should be the only part used for the Pay for Performance system under NSPS. COLAs are offered to offset any undue economic increase or impacts that may have occurred during the previous year. NSPS was sold as a Pay for Performance System but it has been perverted to its present miserable excuse for an evaluative system "based" on seemingly good idea.

  • Photo_user_blank_big

    aintgettinrich

    almost 6 years ago

    4 comments

    GB11 echos my suspicions about NSPS, pay-banding, and the pay-out process--over time they each serve to reduce overall pay compared to General Schedule pay. If valued and highly valued employees receiving between 2 and 4 shares each year focus only on their own pay, they MAY find they come out as good or better than under the GS system. However those serving at or near the tops of their respective bands will notice right away that, as they are climbing in pay, the ceiling is moving down toward them. Yes, the top of the band increases each year, but very likely by a smaller percentage than the general schedule increase. So in essence, the gov't deflates/devalues the entire pay band by reducing the maximum earning potential of each person in the band. Compund that over the length of half a career or more and we are talking real money--money the gov't will save in both active and retired pay. Someone, please tell me I'm wrong.

  • Photo_user_blank_big

    RDangredo

    almost 6 years ago

    4 comments

    The above article is the biggest piece of fictional writing that I have ever witnessed. NSBS is the past two years has cost me well over 4% of my pay. I estimate that NSBS will cost me in my retirement somewhere on the order of 15-20% of my retirment. NSBS is the worst shake that I have received from the government ever. Bonuses are not bonuses. Bonuses are pay already alocated to me by Congress. The writer of this article is obviously oblivious to the truth that every NSBS employee faces. Less pay. This article is deceitful and just plain wrong. NSBS should be taken off of the books as soon as possible. Congress needs to demand a complete return to the GS system which was fair, honest and open; Unlike the behind closed doors path that NSBS chosed to follow.

  • Photo_user_blank_big

    Snoopy

    almost 6 years ago

    2 comments

    I am a brand new NSPS employee with an onboard date of 29 September 2008. Since I was not rated for FY07 performance - will I get all or a portion of the 3.9% pay raise given to Federal employees.

  • Photo_user_blank_big

    katkat

    almost 6 years ago

    2 comments

    I just received my NSPS raiting. This is the 1st year I'm dealing w/NSPS. I got level 3 rating with 2 shares. The final share value I received was 1.6231% which means - I got an increased of $1.5k for my base salary and $677. I never got a low pay raise like this before. I can't tell you how much hard work and contribution I've done for my job. This is very upsetting because this system allows those pool managers to raise my salary based on the writing of objective / assessment. I will never be one of thsoe who writes well on the assessment. If I have a lazy boss, then she/he will not fight for my raise. Compare to the GS system, those ppl at the same GS/Step scale as me basically got $2k more than my pay raise. How or what can we do to voice your opinion so this system can go away?????

  • Photo_user_blank_big

    GB11

    almost 6 years ago

    2 comments

    I just received my NSPS rating (2nd year in) level 3 with 2 shares. the $ amount equaled to a 2.7% increase to my base salary when I add in the bonus with the DC locality my total package equals an increase of 4.58% which is less than the 4.78% GS employees for the DC area. Level three is titled as "valued employee". If I can't match my GS counterparts in salary which affects my long term e.g. retirement and subsequent year base salaries, then the agency has no value to me. the Employee I rated in NSPS faired well at a level 4 w 4 shares at a total package worth 5.63% in salary. I would barely meet his GS counterpart that would receive a bonus though. I was an original supporter of NSPS and pay for performance but having gone through it for two years I am now convinced it is being used as a cost containment. I also believe the administrators of the system are violating the law because while evaluations are being done raters are told that high ratings will be far and few.

  • Photo_user_blank_big

    Account Removed

    almost 6 years ago

    According to the congressional budget office review, the overall average payout for NSPS employees was around 5.24%... maybe I read it wrong, but there is a great report here: http://www.cbo.gov/ftpdocs/97xx/doc9705/11-26-NSPS.pdf

  • Photo_user_blank_big

    JOHNBOY152

    about 6 years ago

    2 comments

    If you come to work daily and perform your job satisfactory, then you would probably be rated as a "valued performer" which is ok and most likely the widest rating used nationwide foe NSPS employees...you would have to really struggle with your job to get a 1 or 2 rating...4 and 5 ratings can be had, but you need to have a detailed paper trail to prove that you " walked on water"...upper management has their own separate pay pools

  • Photo_user_blank_big

    NSPSRipoff

    about 6 years ago

    2 comments

    The whole key is not what you do in your job, but how you write about what you do on your job. It is also managements choice on what assignments to grant you, so they control what assignments you get to write about. Nobody cares about your day to day activities; you are only awarded based on anything over and above your normal assignments.

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