Federal Manager's Daily Report

Get Print Version
Share to Facebook Share to Twitter Share to Twitter Share to Twitter More...
CBO Suggestion Could Create More DoD Jobs CBO has said the Pentagon could save more than $19 billion over 10 years by using civilian federal employees rather than military personnel for certain work not requiring military status, creating more federal jobs in the process. CBO said that [...]
GAO Calls on DoD to Fully Develop Civilian Workforce Plan DoD needs to fully develop its civilian strategic workforce plan to help decision makers, GAO has said. It said the department has taken steps to address many of its reporting requirements since 2008, but has not yet addressed a [...]
IG Faults Workers Comp Management at VHA Problems with workers compensation claims initiation and monitoring persist at the Veterans Health Administration, the VA inspector general has said in calling for improved case management. Based on the most recently available data from 2012, the IG said WCP [...]
Carper Hasn't Given Up Hope on Postal Reform The head of the Senate Homeland Security and Governmental Affairs Committee has used the occasion of confirmation for four members of the postal governing board to again call for congressional action on the stalled postal reform effort. Sen. [...]
USPS Employee Who Ran for House Seat Removed The Office of Special Counsel has announced it successfully removed from federal service a USPS employee who twice ran for a seat in the U.S. House of Representatives in violation of the Hatch Act. The act prohibits [...]
GAO: Better Data Collection Could Help ATF Manage Investigations Better data collection could improve investigations management at the Bureau of Alcohol, Tobacco, Firearms and Explosives, GAO has said. In particular, it said the agency does not have readily available data to track and monitor the timeliness and [...]
Security Clearance Reform for Intel Community Becomes Law President Obama has signed into law the fiscal 2014 Intelligence Authorization Act with security clearance reform provisions for federal employees and contractors alike. S-1681 requires continuous monitoring of employee backgrounds to determine eligibility for access to classified information, and [...]
OSC Prompts VA to Restructure Office of Medical Inspector The VA has announced plans to restructure its Office of Medical Inspector following concerns raised by the Office of Special Counsel regarding how the VA has handled whistleblowers and their allegations. Special Counsel Carolyn Lerner sent a letter [...]
House Bill Would Lift A-76 Moratorium An appropriations bill (HR-5016) up for House voting would lift a ban on starting new "Circular A-76" cost studies of in-house versus contractor performance, one of the most controversial of federal personnel policies. Unlike similar bills since fiscal 2009, [...]
IG: Revised Amendment Process Could Help IRS Be More Efficient The IRS could reduce erroneous refunds, processing costs, and taxpayer burden by revising individual income tax returns, to allow for corrections to original tax return filings and expand e-filing to include amended tax returns, the Treasury Inspector General [...]
Last »

Free Downloads

Report: Twelve Deadly Sins Managers Should Avoid

Subscribe to: Federal Manager's Daily Report

Occasionally, supervisors and managers, well, “step into it,” and find trouble – sometimes big trouble that defies simple solutions. A very few get fired. But most who wander into the path of a disciplinary bus just wind up involved in months, and sometimes years, of bitter personnel battles. You can skirt these problems easily by avoiding a dozen “deadly sins.” (Remember, there is nothing “common” about “common sense.”)

There always will be tension between those in charge and those supervised by them. One of my favorite sayings when I talk to federal employee groups is: “I’ve never met a federal employee I didn’t like. (long pause) But I’ll bet you have!” Invariably, that results in knowing nods and nervous laughter.

Enter your email to subscribe and read the full report:

Report: Federal Pay & Benefits "101"

Subscribe to: FEDWeek

The general schedule salary system for white-collar federal employees is what is generally referred to the “civil service” pay system even though it covers only above half of the workforce. The wage system for blue-collar employees is the next largest while numerous other salary systems make up the rest.

The GS system is divided into 15 grades, each of which has 10 steps that are about 3 percent apart. Entry-level hiring into a grade normally is done at step 1 of a grade, although various personnel flexibilities allow hiring at different steps. The grade level of an initial hire depends largely on the occupation, as does the career progression up through the grades. Managerial employees typically are in the GS-13 through -15 levels, although employees in many other occupations can reach those levels, as well.

The federal wage system—sometimes called the wage grade or prevailing rate system—covers federal employees paid by the hour. The aim is to make pay for federal trade, craft, and laboring employees comparable to that of private sector employees doing similar work. The typical wage schedules consist of 15 grades, covering most nonsupervisory employees. Schedules for supervisors and leaders are based on the nonsupervisory schedules, but are separate from them. In each pay grade, there are five step rates, each 4 percent apart.

Enter your email to subscribe and read the full report: