X hits on this document

177 views

0 shares

0 downloads

0 comments

54 / 70

1478Federal Register / Vol. 64, No. 5 / Friday, January 8, 1999 / Notices

Broadband

OCS

Years of Retention Service Credit

Level

Normal Range

20

16

12

0

I

0 - 29

21 or above

11 - 20

1 - 10

0

II

22 - 51

42 or above

32 - 41

22 - 31

21 or lower

III

43 - 66

59 or above

51 - 58

43 - 50

42 or lower

IV

61 - 83

76 or above

69 - 75

61 - 68

60 or lower

Administrative Support

OCS Range

Broadband

OCS

Years of Retention Service Credit

Level

Normal Range

20

16

12

0

I

0 - 29

21 or above

11 - 20

1 - 10

0

II

22 - 46

39 or above

30 - 38

22 - 29

21 or lower

III

38 - 61

54 or above

46 - 53

38 - 45

37 or lower

E.  Special Situations Related to Pay

1.  Change in Assignment

The CCAS concept, using the broadbanding structure, provides flexibility in making assignments.  In many cases an employee can be assigned, without change in their rate of basic pay, within broad descriptions, and, at the same time, consistent with the needs of the organization and commensurate with the individual’s qualifications.  Subsequent organizational assignments to projects, tasks, or functions requiring the same level and area of expertise and the same qualifications would not constitute an assignment outside the scope or coverage of the current level descriptors.  In most cases, such assignments would be within the factor descriptors and could be accomplished without the need to process a personnel action.  Assignment resulting in series change, broadband level change, or change to KSAs shall be accomplished by official personnel action.  Thus, this approach allows for broader latitude in organizational assignments and streamlines the administrative process.  Rules for specific types of assignments under CCAS follow.

(a) Competitive, Noncompetitive, and Temporary Promotions. When an employee is promoted to a higher broadband level, the salary upon promotion will be at least six percent, but not more than 20 percent, greater than the employee's current salary.  However, if the minimum rate of the new broadband level is more than 20 percent greater than the employee's current salary, then the minimum rate of the new broadband level is the new salary.  The employee's salary may not exceed the salary range of the new broadband level.  When an employee receiving a retained rate is promoted to a higher broadband level, at a minimum, the employee’s salary upon promotion will be set in the higher broadband level (1) at six percent higher than the maximum rate of the employee’s existing broadband level; or (2) at the employee’s existing retained rate, whichever  is greater.

(b) Competitive Selection for a Position with Higher Potential Salary. When an employee is competitively selected for a position with a higher target broadband level than previously held (e.g., Upward Mobility), upon movement to the new position the employee will receive the salary corresponding to the minimum of the new broadband level or the existing salary, whichever is greater.

(c) Voluntary Change to Lower Broadband Level/Change in Career Path (except RIF).  When an employee accepts a voluntary change to lower broadband level or different career path, salary may be

Document info
Document views177
Page views177
Page last viewedSun Dec 04 20:27:10 UTC 2016
Pages70
Paragraphs3180
Words32502

Comments