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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.

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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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  • Photo_user_blank_big

    2009sunshine

    about 5 years ago

    10 comments

    NSPS issue: Keep in mind that the cost of living has nothing to do with performance. It was determined by the high cost to live in an area of your job. What’s fair about this concept of taking someone’s performance and limiting their cola as a result of a rating with a 60% 40% split. Example if you get a 3.0 and 1 share you do not get the full cola and your base pay does not increase very much which effects your retirement. Don’t forget you can be a excellent performer and still get a rating of 3 and 1 share. Another question: If those that developed NSPS state that NSPS is a fair pay for performance system then why is congress not under NSPS. What is fair to all government is fair to all right!

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    2009sunshine

    about 5 years ago

    10 comments

    . Did you know that there are caps and break points that are used behind the scenes under NSPS that are not transparent to the employee which effects what salary range that employer has put the employee in. For example that range may be capped in a YA 02 from 40,093 to 70,000 base pay when you thought it was from a 40,093 to 91,801 which is what is shown on the official NSPS pay scale. The base pay range is to large and that the reason the employer/, manager may cap the range. All of this sounds confusing but unfortunately this type of situation is occurring. Also as a YA 02 at an entry level salary base pay at 40,093 and you apply for a new job - one has no idea what you will be offered. One may get no increase or may get 5% increase to base pay which is 42,097. Point is 5% is not as much of a salary increase when you could of applied for a GS 11 and got 9,000 or more increase under the GS system from a GS 9 to a GS 11. So in the end under NSPS your base pay and over all salary is lower than under the GS system. Keep in mind that under the GS system you could move up in salary quickly from grade to grade in a upper mobility program or apply each year from one grade to the next. You must have experience to move ahead and that would apply in any type of job, therefore a year between grades is not bad at all under GS. You could also get a better pay raise as a high performer, you could get a QSI where you jump up a step which is a nice increase in pay and you still get your 100% full cola and a bonus as well. How do folks get a 9 to 10,000 increase under NSPS in one year if they started at the entry level? My only point is under NSPS the most you will get is probably 5% for the new job and the following year one will probably get a 3 rating with 1 share because they are new or you may get a 3 level rating and 2 shares. It’s very rare for someone to get a 4 or 5 rating as a new employee or get a 4 or 5 level rating every year that they work until they retire under NSPS. Also you have to split your pay for performance with the formula with a 60% 40% split so you don’t get your full cola unless you are rated 4 with 3 or more shares. Anyway there are bugs in the system, rules that are complex to each agency and each agency applies the rules differently under NSPS. NSPS was implemented before it was fully thought out. Anyone that got a rating of 4 or higher which is 3 or more shares thanks that NSPS is just great but wait until you get a 3.0 as one that exceeded your objectives and you are a rated as a valued performer with 1 share or 3.51 with 2 shares and you worked just as hard then you will see the same issues that others are trying to explain. Remember 86% if employees are rated a 3. If a person is already a GS 13 or higher entering into NSPS these issues may not be as apparent to you but you may experience a lower rating than a 4 sometime in your career because all employees cannot be rated a 4 every year until you retire regardless of how good they are performing. There simply is not enough money for all high performers to get a rating of 4 with 3 or more shares every year under NSPS. The main concern being raised is NSPS needs to be revised to be fair to all and have full transparency as to how this system works for promotion potential, fair ratings. hiring etc and should be scraped until a system can be developed that works for all fairly. We should go back to the GS system in the interim.

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    2009sunshine

    about 5 years ago

    10 comments

    2009 NSPS Performance Payout Example is incorrect: The sample used by the NSPS government web site on the 2009 NSPS Performance Payout Example is incorrect at best. The example does not clearly articulate all of the steps that take place in the calculation. The example is a person getting a 3 and 2 shares, when a straight 3 is only 1 share. This is a misleading example and many employees were not clear in the first year of being under this system on how the performance salary was being calculated. Also the example shows that the employee got 6.3 percent in addition to a bonus of 1080. Keep in mind the bonus has nothing to do with your overall base pay therefore this example should of showed that the base pay increase was less than 5.3. Honestly the example of the NSPS website is just incorrect and a new one with all of the steps to include the entire formula process (nothing hidden) to be shown so that employees have a clearer understanding how the performance pay is calculated. The sample should show a 3.0 getting 1 share so that valued employees have an honest example. I don’t expect to get an award every year but I do hope that I am not under NSPS for the future. I thank all of you that are working toward making the NSPS a fair system or working toward going back to the GS system. Last - question how do employees under NSPS in a YA 02 which is equivalent to a GS 9 thru GS 13 pay band actually get to a 13 level. One would have to be rated a 4 or 5 with 3 or more shares for 10 or more consecutive years. That simply is not going to happen. No one under NSPS will be rated a 4 or 5 every year.

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    2009sunshine

    about 5 years ago

    10 comments

    Let's hope this NSPS system gets abolished! As a high performer I was rated a 3.0 with 1 share. My boss told me that my work was excellent and I’m a valued employee and I should be very happy with this rating. This was my first year being rated under NSPS. My story, in 2007 under the GS system I was rated a 5, also got an Achievement medal for civilian service award (very hard to earn), a QSI which is very hard to get. In 2008 we transitioned under NSPS and we didn’t get a rating -- this was the buy in process only. Then in 2009 received my first NSPS rating of 3. It didn’t take me long to see the downside-which you would not think would or could exist. I thought well a valued performer with a rating of 3 is okay with 2 shares. I didn’t expect to get a rating of 4 or 5 because we all knew that even if you performed exceptionally well that was not going to happen because it was limited to very few. I was okay with the 3 but admit I was naive with how the rating would turn out. A rating of 3.0 and no contributing factors considered so the rating was an even 3 which is below average and equates to 1 share. I thought I was a valued performer – actually a high performer and I was going to get at least 3.51 which would have been 2 shares. How did I go from being a high performer valued employee to below average? A rating of 3 is supposed to mean that you are valued employee but when the majority of folks are getting a 3.0 to a 3.50 which is rounded down to 3 and equates to 1 share you are actually below average which is unfair. As a result of this rating I received 1084 toward my base pay and 718 in bonus. I actually make less than what I would of made had a stayed under the GS system as a GS12 step 9. It appears that no matter how hard you work you will still not be given a rating of 4. Wake up folks those of you that got a 4 this year may not get a 4 every year. Gotta be fair and make room for those rated a 3 in the past as an exceptional employee to fairly get their rating of 4 or 5. NSPS was initially set up as a pay for performance system but there simply is not enough money in the pool to pay all employees that are truly exceptional performers 3 or more shares which is a rating of 4 or higher thereby the majority of employees are rated in the 3 category.

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    2009sunshine

    about 5 years ago

    10 comments

    My question is why are the managers at a high level receiving “5" or a 4 for an exceptional performance when their employees that are equally exceptional receiving a rating of 3.0 or 3.51? I bet if a manager received a straight 3 as an exceptional employee and 1 share they would be livid. Then they would feel like the rest of the workforce that also worked exceptionally hard but only got a 3 and 1 share. A rating of 4 you get 3 or more shares and a rating of 5 you get 4 or more shares and maybe a 5% increase. However a rating of 3.50 is rounded down to a straight 3 and you get 1 share folks. That does not equate to even getting the full cola and compared to the GS system you make less base pay which effects your retirement. Over time an employee would not get ahead with getting only 1 or 2 shares. Remember 85 to 87% of employees are rated in a 3 level category with 1 or 2 shares and it has nothing to do with how well you performed on the job. It would be interesting if there was a survey of how many mangers/supervisors received a 3.0 valued performer rating with 1 share and compare that to their subordinates that performed exceptional. It truly appears that a monetary quota is placed on the budget at our expense under NSPS.

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    rjajfeist

    about 5 years ago

    2 comments

    For those of you who love NSPS, you are obviously at a location where it's been implemented differently than it has been for many of us. Like many of the other commentators, my experience has been very disappointing. My base only converted supervisors to NSPS which made the pay pool fairly small. The "unspoken" policy is that only about 5% of the people can receive 5s, a few more than that can receive 4s and the rest will receive 3s. Considering that most people with a 3 rating only get 1 share, the majority of people at my base aren't even getting a $1000 salary increase, and bonuses are even lower. To make it worse, we don't even get 100% of the COLA because 40% of it goes into the pay pool. How COLA got to be a part of the pay pool is beyond me. It shouldn't have anything to do with performance. Also if you don't have a strong person speaking out for your team on the pay pool panel, then no one on your team is likely to get more than a 3. My team experienced this when we lost both our Group and Squadron Commanders just before the panel convened. A person was designated to represent us but had no motivation to fight for us. From what I heard later, he was cultivating "good will" for himself by being agreeable with the other panel members and never even tried to get anything more than a 3 for anyone in our entire Group. NSPS was envisioned to be a good system for motivating and rewarding hard working employees, but because it has been so poorly implemented, it has had quite the opposite effect. I hope Congress eliminates it and returns us to the GS system.

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    GubMintMan

    about 5 years ago

    2 comments

    I LOVE NSPS. I received a 'five' (5) two years in a row because I work hard, exercise good judgement, don't whine, stay late, come in early and have a skill sets needed to advance my agency. Keep NSPS just the way it is and let the slug whiners find a nice job outside of the Government in the retail industry or such. NSPS is doing just what it set out to do, get rid of the free-loading, entitlement minded riff-raff below.

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    stuttgart6

    about 5 years ago

    2 comments

    NSPS is NOT pay for performance. Under the GS system I received 2 Quality Step Increases in four years. I have been told by MY SUPERVISOR that of our 2500 employees, no more than .05 percent will recieve a rating of 5, and no more than 2 percent will receive a rating of 4. Basically 97 percent of my fellow employees will not be rated or paid for performance. They will be paid by QUOTAS, period. Revise or abolish NSPS, supervisors and pay pool members are NOT HELD ACCOUNTABLE.

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    wldkat

    about 5 years ago

    2 comments

    FJ911 - you just don't get it. Yea, if I were a GS 9 with 27 years in I'd be happy with 6 shares. But as with AlabamaGirl, I was a GS11 equivalent, management reassignment to a GS12 equivalent and in my case got a 5% raise. If I were a GS12 I'd be making $3,900 a year more. And now they plan to convert my position over to a YC (promotion) with no guarantee of any raise. NSPS allows mangers the opportunity to pay less for more. And bitching does help - stay tuned...

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    terris213

    over 5 years ago

    6 comments

    if the system ain't broken then don't fix it. ALL of us in our office get a three, regardless of the work produced or not. there is no incentive in that at all. i have more stories about LOSING money than gaining money. abolish NSPS now!

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    AlabamaGirl

    over 5 years ago

    12 comments

    Abolish NSPS Immediately! If you are disappointed with NSPS contact you local officials and President Obama and ask them to PLEASE help end this fiasco now. I went from a former GS-11 to a former GS12 and got a 3% salary increase of $1700, bringing my current salary to just under $60,000. My GS -12 counterparts at the SAME location are making $67,600! I lost almost $8,000 annually under NSPS! That's over $40,000 --$40,000--YES-- $40,000 in a 5-year period!!! This is extremely unfair. I was told by the personnel office that this Army Depot is only receiving 3% increases and a 5% increase must be approved by the COMMANDER! My supervisor tried to give me a 4 on my performance appraisal but was told by the pay pool to CHANGE it to a 3, because most people are getting 3's! How insane is this? They dictate ahead of time what the rating will be without knowing what your job accomplishemnts are for that year...regardless of how your supervisor rates your performance! Also, a supervisor can FORCE an employee to move to a job in the same payband with more responsibility and can give 0% pay increase. This is how NSPS works! You don't have to get one cent when taking on more responsibility. People...please investigate this further!!! I realize some who have maxed-out in their steps have benefitted from NSPS, but if any one out there ever expects to get what used to be a promotion, you'll only get 5% at the most and perhaps 1-2-3% only! Now, take a moment to calculate that raise, and compare it against the raise when GS employees move from one grade to the next. NSPS Fair??? Definite not for me!!! END IT NOW!!! PLEASE!!!

  • Photo_user_blank_big

    abolishnsps

    over 5 years ago

    16 comments

    To all Federal employees against the NSPS pay system:

    Make yourself heard and write President Obama at President@whitehouse.gov today and ask the President to completely repeal the NSPS pay system ASAP.

    Delete

  • Photo_user_blank_big

    marianne56

    over 5 years ago

    2 comments

    NSPS was inappropriately thought through, it take employees under the program several days and hours to complete the objectives, and you are limited to three objectives and 2000 characters to describe what you have accomplished in a years time for those objectives if your lucky to only have three to explain to individuals in a pay pool who have no idea who or what you do and if your supervisors poorly document their evaluation of your performance you might as well hang it up. I am under NSPS and make less than I would be making as a GS with my next step. My supervisor has yet to go over my last performance review under NSPS and the current NSPS, so the supervisors don't even have the time required to complete what they have to do under this new program. It is a program that is implemented as organizations want to initiate with no guideline. They say we can rebut a rating, but you have to give blood in order to make the pay pool understand and change a rating. Employees under NSPS now say they will just do what their job descriptions say and no more since they will get a 3 rating regardless if they overly produce or not. No one is committed to an organization with this program the way it is being ran and organization budgets dictate our pay so that is not fair. We can't even get cash awards under this program if we do above and beyond, so what is the benefit or incentive? They need to go back to the GS system which would not be hard to do, since it is still active. Job descriptions need to be updated without penalizing the individual in the position and making them re-apply for their job, since job descriptions are so outdated and don't contain all the work an individual is presently doing. Please President Obama if you do one thing END NSPS and let us go back to GS.

  • Photo_user_blank_big

    armynurse

    over 5 years ago

    2 comments

    the problem i have with the system is the secrecy of the paypool....even criminals get to face their accuser, but we don't get to know who has our career and pay in their hands....

  • Photo_user_blank_big

    26_2

    over 5 years ago

    2 comments

    under nsps, if your salary increase (statutory and payout) plus local market supplement (lms) -- termed "adjusted salary" -- exceed the nsps salary cap, in order for the employee to get the full "benefit" of the salary increase, under nsps the employees lms is decreased so that the employee's compensation does not exceed the cap -- policy states: "Should the employee's adjusted salary exceed the cap, employee's local market supplement shall be reduced as necessary to comply with this limitation." anyone know the law or policy that allows the leadership to decrement an employee's lms? it seems the lms should be paid to the employee in full. thx.

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