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Presidential Management Fellows Orientation. Presented by: NOAA Workforce Management Office. Today’s Objectives You will learn and understand: HR Terminology Demonstration Project Pay System General Schedule vs. Demonstration Project. POSITION OCCUPIED
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Presidential Management Fellows Orientation Presented by: NOAA Workforce Management Office
Today’s Objectives • You will learn and understand: • HR Terminology • Demonstration Project Pay System • General Schedule vs. Demonstration Project
POSITION OCCUPIED • Competitive Service - Federal positions normally filled through open competitive examination under civil service rules and regulations. • Excepted Service – Positions in the Federal civil service not subject to the appointment requirements of the competitive service. Exceptions to the normal, competitive requirements authorized by law, executive order or regulations.
TENURE • Career – Tenure of a permanent employee in the competitive service who has completed three years of substantially continuous creditable Federal service. • Career Conditional – Tenure of a permanent employee in the competitive service who has not completed three years of substantially continuous creditable Federal service. • Indefinite – Tenure of a nonpermanent employee hired for an unlimited time.
CAREER LADDER A career ladder is a series of developmental positions of increasing difficulty in the same line of work, through which an employee may progress to a journeyman level on his or her personal development and performance in that series.
CAREER PROMOTION • Promotion of an employee without current competition when: 1) he/she had earlier been competitively selected from a register or under competitive promotion procedures for an assignment intended as a matter of record to be preparation for the position being filled; 2) the position is reconstituted at a higher grade level because of additional duties and responsibilities.
DEMONSTRATION PROJECT PAY SYSTEM • A pay system that improves our ability to attract and retain • quality employees • Offers pay setting flexibility when setting pay • Emphasizes pay for performance
Pay Banding Classification • 4 Pay Schedules: “Career Paths” - Scientific & Engineering (ZP) - Technical (ZT) - Administrative (ZA) - Support (ZS) • 5 “Pay Bands” with Range of Salaries. No Steps • Limited Number of DOC developed standards GS-Classification • One Pay Schedule (GS for all White Collar Occupations) • 15 Grade Levels, each with 10 steps • 100’s of OPM Classification Standards & Individualized PDs.
PROMOTION • A change of an employee to higher grade/band when both the old and new positions are under the same job classification system and pay schedule potential. • To be eligible for promotion, time in band requirements must be fulfilled.
PROMOTION • Pay may be set anywhere between interval 1 and 3 • Promotions must receive a minimum of a 6% increase • Pay progression & promotion potential
PERFORMANCE ASSESSMENT • Mid year progress review • Performance review • Employee must provide accomplishments to supervisor in writing • Supervisor/Employee discuss accomplishments • No rating discussed at this meeting • Supervisor & Pay Pool Manager discuss ratings • Evaluation feedback • Present final rating • Provide payout information
References • Office Of Personnel Management • www.opm.gov • Workforce Management • www.wfm.noaa.gov • To Contact us: http://www.wfm.noaa.gov/contact_lists.html