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2009 NSPS Salary Increases

2009 NSPS Salary Increases

Kyle Stone | GovCentral Editor

About 284,000 government employees are currently awaiting conversion to the NSPS pay system, which is expected to grow to include over 700,000 civilian employees. A significant portion of these conversions are likely to take place during the 2009 year, and we’re here to help you understand how it will effect your salary.

Compared to General Schedule pay increases, NSPS reviews are a much bigger deal. The overall boost for workers within the NSPS system is very likely to be higher than what other federal employees receive under the GS pay scale system (after performance-based bonuses are included). Moreover, the NSPS pay system only contains 2 – 4 different pay bands; this means that there’s only a few chances to rise through the pay ranks, making each performance especially crucial.

Congress passed and the President signed legislation providing a base 3.9 percent average pay increase for NSPS employees in 2009.

<img src= “http://govcentral.monster.com/nfs/govcentral/attachment_images/0005/3815/group_breakdown.jpg” width=“250” height="382">

2009 Calculations (By Career Group)

Standard Career Group
Scientific and Engineering
Investigative and Protective Services
Medical Career Group

The Ratings
You will receive a rating from 1 – 5. Employees are eligible to receive an increase in their base salary if they have a rating record of Level 2 (Fair) or higher.

Salary Increases

In 2008, the average NSPS payout was 5.24%, with a bonus that rounded out to about 1.8%. Combined, the average total increase to employee salary was 7.6%.

In 2009, the average base increase and average bonus payout are expected to yield a total pay increase of about 5.3 percent.

View a more detailed chart of 2008 payouts here.

Remember:
The most decisive factor in your salary increase is the result of your NSPS self-assessments, which should have been completed by September 30th, 2008. Nonetheless, the result of your assessment will be your placement into a new pay band – this article shows the salary ranges for the pay band of each vocation.

Projecting the salary increase for NSPS workers is essentially a two-step process. First, we take into account the overall amount of funding available for NSPS pay increases; second, the weight of additional compensation must be computed with respect to the rating system, which favors high-performing employees over those who do not perform exceptionally. According to an official DoD Issuance, here are the factors which contribute to the determination of payouts for employees in each pay band:

• Current salary and level and complexity of work performed in comparison with others in similar work assignments
Performance-based compensation received during the rating cycle associated with promotions, reassignments, or awards
• Local market salary levels of comparable occupations in private sector and other government activities
• Attrition and retention rates of critical shortage skill personnel
• Overall contribution to the mission of the organization
• Availability of funds.


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  • Peep_max50

    Sfaty1

    almost 6 years ago

    2 comments

    For all you experts out there, I will be going from GS to NSPS in just under a month or so. How bad am I going to get hosed in the switch?

  • Photo_user_blank_big

    GidRidOfNSPS

    almost 6 years ago

    2 comments

    The most decisive factor is the Pay pool. They can and often do overide your supervisor's and HLR's recommendation. Keep in mind that your supervisor is only recommending a rating and the people in the pay pool decide what you actually get. Talk about a messed up system. A group of people deciding other people's salary based on their subjective interpretation of the guidelines and what they read from you and your supervisor's assessments. Doesn't anyone else see this as wrong?

  • Photo_user_blank_big

    Windy

    almost 6 years ago

    2 comments

    You say above that: "The most decisive factor in your salary increase will be your NSPS self-assessments, which must be completed by September 30th, 2008."

    My understanding is that the paypool does not even get to see your self assessment unless they specifically ask for it and there is no requirement that you even do a self assessment. It is the supervisor's assessment that counts and is what the paypool reviews.

    It is in your best interest to do a self assessment to help your supervisor write a good assessment of you to support their recommendation to the paypool.

  • Thumb_afg_021212_007_max50

    baldguy

    almost 6 years ago

    2 comments

    No system will eliminate all the inequities. This one works okay and tries to reward performance but since supervisors sit on the pay pools, it comes down to people fighting for their guys/gals to get what they deserve. In the end, our only voice of discontent with the pay out decision is to find a new job...same as any other company really.

  • Photo_user_blank_big

    wandamarbrey

    about 6 years ago

    4 comments

    The pay band is suck because you don't get more money unless you apply a job on the different field .

  • Photo_user_blank_big

    fxyldy

    about 6 years ago

    4 comments

    Ok sounds great. How can a volunteer get paying employment to get a start .

  • Photo_user_blank_big

    Account Removed

    about 6 years ago

    There are checks and balances, but I won't deny your assumption. It's up to us, the supervisors, to see that the system works.

  • Photo_user_blank_big

    kbh

    about 6 years ago

    10 comments

    Who determines "high-performing"? The government bureaucratic supervisors???
    Pay banding opens the door for gov't supervisor bias even more so than the GS system.

  • Photo_user_blank_big

    Account Removed

    about 6 years ago

    Absolutly, and the base doesn't not include the local market supplement.

  • Bald-eagle-head_max50

    McConnell

    about 6 years ago

    354 comments

    Scooby, you are absolutely right. What I tried to do in this article was indicate what the pay band ranges were for each Career Group - this only really helps to determine base salary. With a bonus-heavy system such as NSPS, it only goes so far. Nonetheless, it's interesting to note.

  • Photo_user_blank_big

    Account Removed

    about 6 years ago

    The salary increase and pay out depend on the rating and amount of shares received, plus the percentage value of each share based on the total of the pay pool. Dang, my head hurts now!

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