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OPM — 2012 Salary Tables and Related Information
The General Schedule (GS) classification and pay system covers the majority of civilian white-collar Federal employees (about 1.5 million worldwide) in professional, technical, administrative, and clerical positions. GS classification standards, qualifications, pay structure, and related human resources policies (e.g., general staffing and pay administration policies) are administered by the U.S. Office of Personnel Management (OPM) on a Governmentwide basis. Each agency classifies its GS positions and appoints and pays its GS employees filling those positions following statutory and OPM guidelines.
The General Schedule has 15 grades–GS-1 (lowest) to GS-15 (highest). Agencies establish (classify) the grade of each job based on the level of difficulty, responsibility, and qualifications required. Individuals with a high school diploma and no additional experience typically qualify for GS-2 positions; those with a Bachelor’s degree for GS-5 positions; and those with a Master’s degree for GS-9 positions.
Each grade has 10 step rates (steps 1-10) that are each worth approximately 3 percent of the employee’s salary. Within-grade step increases are based on an acceptable level of performance and longevity (waiting periods of 1 year at steps 1-3, 2 years at steps 4-6, and 3 years at steps 7-9). It normally takes 18 years to advance from step 1 to step 10 within a single GS grade if an employee remains in that single grade. However, employees with outstanding (or equivalent) performance ratings may be considered for additional, quality step increases (maximum of one per year).
More Than 72,000 Veterans Hired in Federal Government in FY 2010
More Than 72,000 Veterans Hired in Federal Government in FY 2010
Source: Office of Personnel Management
The U.S. Office of Personnel Management (OPM) has released Employment of Veterans in the Federal Executive Branch for Fiscal Year (FY) 2010, a document which tells a success story of the hiring of 72,133 ve
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The document also highlights two other important accomplishments. First, 25.6 percent of total new hires across the federal government in FY 2010 were veterans. This is a 1.6 percentage point increase from FY 2009. Second, of the veterans hired in FY 2010, 23,140 are disabled veterans compared to 20,448 in FY 2009. This is a 1.2 percentage point increase.
+ Employment of Veterans in the Federal Executive Branch – Fiscal Year 2010 (PDF)
OPM — Federal Equal Opportunity Recruitment Program FY 2010
Federal Equal Opportunity Recruitment Program FY 2010
Source: Office of Personnel Management
The Federal workforce is 17.7 percent Black, 8.0 percent Hispanic, 5.6 percent Asian/Pacific Islander, 1.8 percent Native American, 0.7 percent non-Hispanic/Multi-racial, and 66.2 percent White. Minorities as a whole constituted 33.8 percent of the FW. Men comprised 56.1 percent of all Federal permanent employees and women 43.9 percent.
Progress has been made with respect to the representation of women and minorities at higher pay level positions in the FW. The number of women in Senior Pay levels increased by 7.9 percent (from 6,341 to 6,839). Minority employees in Senior Pay levels increased by 9.4 percent (from 3,709 to 4,059).
The Report shows the representation of women and minorities in professional and administrative positions has also increased. The representation rate of minorities in these positions rose by 7.4 percent (from 332,934 to 357,468). The number of women represented in professional and administrative positions increased by 5.1 percent (from 505,111 to 531,062).
Report to Congress on Nursing Faculty and the Intergovernmental Personnel Act Mobility Program: The Forum, Findings, and Recommendations
Report to Congress on Nursing Faculty and the Intergovernmental Personnel Act Mobility Program: The Forum, Findings, and Recommendations (PDF)
Source: Office of Personnel Management
The shortage of nursing faculty in the United States is a complex issue that directly impacts the ability of colleges and universities to graduate qualified nurses. Congress has requested information from the Office of Personnel Management (OPM) on how the Intergovernmental Personnel Act (IPA) mobility program is being used to alleviate the nurse and nurse faculty shortage. In response to the congressional request, OPM has
- Researched the adequacy of the supply of nurses and nurse faculty;
- Gathered data about IPA usage and Federal nursing population; and
- Convened a forum of nursing representatives from Federal agencies employing more than2,000 nurses.
This report includes background research on the nurse and nurse faculty supply and findings from the forum, including agencies’ perception of the adequacy of the supply of nurses, current IPA usage, barriers and challenges to using the IPA mobility program, recommendations for increasing use of the IPA mobility program and actions taken by agencies, independent of the IPA mobility program, to increase the number of nurses in training.
Guide to Telework in the Federal Government
Guide to Telework in the Federal Government (PDF)
Source: U.S. Office of Personnel Management
The Federal Government is a leader in the use of innovative workplace flexibilities, including telework. In March 2010, President Obama hosted a White House Forum on flexibilities, emphasizing their vital role in recruiting and retaining the best and brightest workers and maximizing their effectivenessCongress passed the Telework Enhancement Act of 2010 to catalyze expansion.
Federal telework programs are established primarily to meet agency mission and operational needs. Telework saves money by helping government reduce real estate and energy costs and promote management efficiencies; makes us more resilient in severe weather and other emergencies; improves the quality of employee work-life; and increases employment opportunities for persons with disabilities.
Advances in information technology have paved the way for increased telework. However, telework is not a new concept and is not necessarily dependent on the use of technology. The key is for managers and employees to clearly define the work expectations and objectives, and then to give employees the tools and flexibility needed to get the job done.
This Guide to Telework in the Federal Government outlines practical information to assist Federal agencies, managers, supervisors, Telework Managing Officers1, other staff responsible for implementing telework, and employees. Perhaps you are an employee who would like to know more about telework. Maybe you manage or supervise teleworking staff and hope to develop a better understanding of the day-to-day aspects of this important flexibility. You may be a Telework Managing Officer or another staff member tasked with oversight or operational responsibilities related to the telework program at your agency. Perhaps you are a labor representative with a need to know the finer points of a great telework program. If any of these describe your situation, then this Guide is for you.
OPM — The Potential Impact of a Lapse in Appropriations on Federal Employees
The Potential Impact of a Lapse in Appropriations on Federal Employees
Source: U.S. Office of Personnel Management
f the current continuing resolution expires at 12:01 a.m. on April 9, 2011 without passage of an FY 2011 appropriations bill or a further continuing resolution, Federal departments and agencies will be required to execute contingency plans for a lapse in appropriations (more commonly referred to as a “shutdown”). These contingency plans detail which agency activities are allowed by law to continue to operate, and which activities must stop. Employees whose salaries are funded through annual appropriations will not be able to work and will be furloughed, unless their duties qualify under the law as “excepted” to continue to work during periods of lapsed appropriations. During a shutdown, non-excepted employees are not permitted to work as unpaid volunteers for the government. Any paid leave (annual, sick, court, etc.) approved for use during the furlough period must be cancelled. An excepted employee who is absent from duty during the shutdown must be furloughed during such an absence.
Federal agencies do not have the authority to pay their employees during a shutdown, regardless of whether the employees are working as “excepted” or furloughed as “non-excepted”. “Excepted” employees will receive pay for hours worked when the Congress passes and the President signs a new appropriation or continuing resolution. Congress will also determine whether “non-excepted” employees will receive pay for the furlough period.
Federal employees’ health benefits continue during a period of lapsed appropriations lasting less than 365 days, regardless of the “excepted” or “non-excepted” status of the employee. Federal Employees Group Life Insurance coverage continues for up to 12 consecutive months while in a non-pay status without cost to the employee or the agency. Both Federal Long Term Care (LTC) and Federal Employees Dental and Vision Insurance Plan (FEDVIP) deductions will cease for “non-excepted” employees. The Office of Personnel Management (OPM) will provide information on how non-excepted employees can continue LTC and/or FEDVIP coverage, as well as details on other federal benefits, through its website (www.opm.gov). OPM will update the information on its website regarding these matters no later than Friday, April 8th.
Memo — Recruiting Effort to Assist Employees Impacted by End of Space Shuttle Program
Recruiting Effort to Assist Employees Impacted by End of Space Shuttle Program
Source: U.S. Office of Personnel Management
As a part of the U.S. Office of Personnel Management’s (OPM) continuing effort to promote Federal hiring in areas most adversely affected by current economic conditions, OPM is supporting the National Aeronautics and Space Administration (NASA) in its effort to assist aerospace workers impacted by the ending of the Space Shuttle program. We ask that you augment your current recruitment activities by participating in these efforts.
NASA has created a website (www.jobsforaerospaceworkers.com) whereby Federal agencies can register, post jobs, and find additional information about the skills of the available workforce. All competitive service jobs will need to have a corresponding posting on USAJOBS and must be posted for a period of at least two weeks during the following timeframes:
- April 1, 2011 through May 31, 2011
- August 1, 2011 through September 30, 2011
The details associated with filling positions (e.g., job postings, on-site interviews at the Kennedy Space Center (KSC)) will be coordinated between the hiring officials at each agency and the NASA human resources (HR) team at the KSC. Additionally, the KSC HR team will offer on-site workshops designed to assist applicants in finding and applying for the jobs.
