Proposed Salary incentive for GS 5-9 discussion:
Noname fire you said:
“What you heard is correct. However consider this. Pulling GS-9's into the equation may be the pill that kills this. Recruitment and retention at the 9 level is not an issue. That will skew the numbers and be detrimental to the current retention pay in R5”
Okay I understand that adding the GS-9’s to the equitation will alter the stats, but lets’ look at the unintended consequences here for a second by eliminating GS-9s from the equation.
· Current Pay Scale for folk working in the Rest of the US pay Scale
| 10% Bonus - SALARY TABLE 2010-RUS | |||||||||||
| Grade | B/O | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 | Step 6 | Step 7 | Step 8 | Step 9 | Step 10 |
| 8 | B | 20.58 | 21.27 | 21.96 | 22.64 | 23.33 | 24.01 | 24.7 | 25.39 | 26.07 | 26.76 |
| O | 30.87 | 31.91 | 32.94 | 33.96 | 35 | 36.02 | 37.05 | 37.56 | 37.56 | 37.56 | |
| Base 80 | $1,646.40 | $1,701.60 | $1,756.80 | $1,811.20 | $1,866.40 | $1,920.80 | $1,976.00 | $2,031.20 | $2,085.60 | $ 2,140.80 | |
| Base 80 w/ 10% | $1,811.04 | $1,871.76 | $1,932.48 | $1,992.32 | $2,053.04 | $2,112.88 | $2,173.60 | $2,234.32 | $2,294.16 | $ 2,354.88 | |
| 9 | B | 22.74 | 23.49 | 24.25 | 25.01 | 25.77 | 26.52 | 27.28 | 28.04 | 28.8 | 29.55 |
| O | 34.11 | 35.24 | 36.38 | 37.52 | 37.56 | 37.56 | 37.56 | 37.56 | 37.56 | 37.56 | |
| Base 80 | $1,819.20 | $1,879.20 | $1,940.00 | $2,000.80 | $2,061.60 | $2,121.60 | $2,182.40 | $2,243.20 | $2,304.00 | $ 2,364.00 | |
· In the current system, if I am a GS-8 Step 7 and take a new job or a detail as a GS-9 I would become a GS-9 Step 6. Therefore, I will be making $52.00 less a pay period for a base 80 paycheck. That would be a total of $1352.00 per year more if there is no Overtime, or Hazard Pay.
· Proposed for all of Region 5, to use the Los Angeles Pay Rate plus 10% but limiting it to GS-5 thru GS-8.
| Proposed by using the LA Pay Scale | |||||||||||
|
Grade |
B/O | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 | Step 6 | Step 7 | Step 8 | Step 9 | Step 10 |
| 8 | B | 22.93 | 23.69 | 24.46 | 25.22 | 25.98 | 26.75 | 27.51 | 28.28 | 29.04 | 29.8 |
| O | 34.4 | 35.54 | 36.69 | 37.83 | 38.97 | 40.13 | 41.27 | 41.84 | 41.84 | 41.84 | |
| Base 80 | $1,834.40 | $1,895.20 | $1,956.80 | $2,017.60 | $2,078.40 | $2,140.00 | $2,200.80 | $2,262.40 | $2,323.20 | $ 2,384.00 | |
| Base 80 w/ 10% | $2,017.84 | $2,084.72 | $2,152.48 | $2,219.36 | $2,286.24 | $2,354.00 | $2,420.88 | $2,488.64 | $2,555.52 | $ 2,622.40 | |
| 9 | B | 22.74 | 23.49 | 24.25 | 25.01 | 25.77 | 26.52 | 27.28 | 28.04 | 28.8 | 29.55 |
| O | 34.11 | 35.24 | 36.38 | 37.52 | 37.56 | 37.56 | 37.56 | 37.56 | 37.56 | 37.56 | |
| Base 80 | $1,819.20 | $1,879.20 | $1,940.00 | $2,000.80 | $2,061.60 | $2,121.60 | $2,182.40 | $2,243.20 | $2,304.00 | $ 2,364.00 | |
· By not including the GS-9's and if you were on a forest that was LOCALITY PAY AREA OF REST OF U.S, the GS-8 captain will be in the LA Pay rate and make more and hour before the 10% than his/her boss. Is someone trying to create inequality here?
I think the R-5 BOD should oppose this for the fact that it is not an across-the-board pay rate for all of fire in Region 5. That should include the temporary GS-embryo to Director of Fire and Aviation, Joe Millar. If you are in a Primary or Secondary fire position, you should be getting the special Pay rate. Anything less is unacceptable.
Maybe I am from the mold of not accepting halfa$$ work, but I would not settle for this if I had a vote. There are other options out there, and I am saddened that they did not bring a group of firefighters together for their opinion. How about using the Law Enforcement Officer (LEO) 2010 General Schedule Locality Pay Tables (http://www.opm.gov/oca/10tables/indexLEO.asp) What, we can use their retirement system, but not their pay?
Thinking Outside the Box