Performance Data for CESSNA 150 G5

employee's rate of basic pay is determined, for example, General Schedule (GS), Executive Pay (EX), or Leader under the Federal Wage System (WL). k) Pay retention entitlement is an employee's right to retain, under certain circumstances, a rate of basic pay that is higher than the maximum rate of the grade for the position that the employee occupies. l) Performance Management and Recognition System (PMRS) was the pay system established under 5 U.S.C. chapter 54 for General Schedule employees in grades 13 through 15 in supervisory, managerial, or management official positions. m) Quality (Step) Increase (QSI or QI) is an increase in an employee's rate of basic pay through an additional within-grade increase granted under 5 U.S.C. 5336 for sustained high quality performance. n) Rate of basic pay means the rate of pay fixed by law or administrative action for the position held by the employee before any deductions (such as taxes) and exclusive of additional pay of any kind (such as overtime pay). For GS employees, a rate of basic pay is a GS base rate, a law enforcement officer special base rate (GL), >a wildland firefighter special base rate (GW),< or a retained rate— excluding any locality payment or special rate supplement. A rate of basic pay is expressed consistent with applicable pay basis (e.g., annual rate for GS employees or hourly rate for wage system employees). o) Special Rates are higher than rates under the regular pay schedule. For example, OPM may establish higher pay rates under 5 U.S.C. 5305 for occupations in which private enterprise is paying substantially more than the regular Government schedule, and this salary gap significantly handicaps the Government’s recruitment or retention of well-qualified persons. A special rate may consist of a base rate and a special rate supplement. p) Step means the step of the pay plan under which an employee is paid, for example, step 2 of GS-07 or step 1 of WG-05. Chapter 17: Pay and Step Changes 5 Chapter 17: Guide to Processing Personnel Actions q) Step Adjustment means a change in the step of the grade at which the employee is serving, without a change in the employee's rate of basic pay. For example, a special rate employee may become entitled to a retained rate (step 00) equal to the employee’s former step rate. r) Supervisory Differential the annual total dollar amount paid, over and above basic pay, to a General Schedule supervisor who otherwise would be paid less than one or more of the civilian employees supervised. s) Within-range Increase (WRI) is an increase in an employee's rate of basic pay within the pay range for the employee’s grade, band, or level (excluding an increase granted automatically to keep pace with an adjustment in pay structure). For pay systems with scheduled steps within a pay range, a within-range increase is an advancement from one step to a higher step (e.g., after meeting requirements for length- of-service and performance). A GS within-grade increase (WGI) is one type of within-range increase. 3. Use of SF-52 a) The SF-52 is used to request and document approval of pay or step changes for employees who are absent because of compensable injury, military duty, or service with an international organization. For other pay and step change actions, the agency may use either an SF-52 or an agency form to request actions and document approvals. For changes required by statute or regulation, and for which no approval signature is needed, no request document is needed. 4. Documenting the Personnel Action Usually, personnel actions for pay and step changes will use an SF-50. However, when an action involves large numbers of employees and requires a change in only one data item (salary), as in the case of statutory pay increase for General Schedule employees, the change may be made in agency data systems automatically. Each adjustment must be reported to the Enterprise Human Resource Integration Data repository. In addition, each salary adjustment or change must be documented in the Official Personnel Folder and the employee must be notified of the adjustment. Employees may be notified of the adjustment by a copy of the Official Personnel Folder document, or an Chapter 17: Pay and Step Changes 6 Chapter 17: Guide to Processing Personnel Actions agency issuance described in Chapter 4, section 7. Either SF-50 or one of these alternate forms of notice may be used for Official Personnel Folder documentation. a) A copy of the new pay schedule containing the new rates, the authority for the change, the date of the authority and the effective date of the new rates may be used. Circle the employee’s new salary and file the copy in the Official Personnel Folder on the right side. b) A computer printed notice, showing: • Name of employee • Pay System • Grade • Step • New rate • Effective date of new rate • Authority for change and date of authority • Social Security Number 5. Actions for Absent Employees a) Employees who are in nonpay status. i) Process the following actions when they are due, regardless of whether the employee is in pay or nonpay status on the effective date of the action: • pay adjustment to effectuate an annual General Schedule pay adjustment, or to establish, change or terminate a locality payment • pay adjustment to implement, change, or discontinue a special rate • termination of grade retention at the expiration of the employee's 2-year period of grade retention • pay adjustment resulting from the termination of grade retention • within-range increase for which employee became eligible before a period of nonpay status began • within-range increase for which employee becomes eligible during a period of nonpay status that is creditable for within- range increase purposes. Chapter 17: Pay and Step Changes 7 Chapter 17: Guide to Processing Personnel Actions ii) Wait to record other pay actions until the employee returns to duty. Show the new pay or step on the return to duty personnel action and enter in the Remarks section on that action P09—“Pay or step adjusted (date) by (authority).” b) Employees who have separated to enter on active military duty—prepare the pay adjustment or step change SF-52, showing the date on which, the action is due, and file it on the right (permanent) side of the employee's Official Personnel Folder. Wait to prepare and distribute the SF-50 until the employee exercises restoration rights, moving the SF-52 to the (temporary) side of the Official Personnel Folder at that time. If the employee does not exercise restoration rights, remove and destroy the SF-52 from the Official Personnel Folder. c) Employees who have transferred to international organizations—if the employee is serving with an international organization, prepare and obtain necessary approvals on two copies of a SF-52 to record the action. File one copy on the right (permanent) side of the employee's Official Personnel Folder and send the second copy to the payroll office; payroll needs the salary information on the form to make the correct retirement and Federal Employees Group Life Insurance deductions for the employee while the employee serves with the international organization. Note the pay or step change on the SF- 52 that is used to process the reemployment action with remark P06— “Pay rate includes WGI's or other rate changes to which employee would have been entitled had the employee remained continuously in Federal service.” 6. Actions for Employees with Terminating DETO Agreements Employees whose DETO agreements have ended may require two General Adjustment personnel actions to move them out of DETO status, depending on the position to which the employee returns after DETO service. Step 1: Process a General Adjustment action to document the termination of the DETO agreement (NOAC 894/LAC Z2Y) per rule 30 of Table 17-A. Use remark code P23 in accordance with rule 34 of Table 17-D. Chapter 17: Pay and Step Changes 8 Chapter 17: Guide to Processing Personnel Actions Step 2: Determine whether the position to which the employee is placed after the DETO agreement ends would entitle them to locality pay under 5 U.S.C. 5304. Step 3: If the employee is entitled to locality pay for the post-DETO position, process a second General Adjustment action to document the entitlement to locality pay under 5 U.S.C. 5304. Process the action in accordance with rule 23 of Table 17-A (NOAC 894/LAC VGR) and use remark code P24 in accordance with rule 35 of Table 17-D. You will need this action regardless of whether the employee’s DETO pay was based on the same locality rate they receive after DETO service ends. You may process these actions on the same SF-52/50 by documenting the Step 1 action on blocks 5A-5D of the forms and the Step 3 action on blocks 6A-6D. If you choose to use a single form to document both actions, be sure to use both remark codes P23 and P24 on the SF-50. If you process these actions on separate forms, be sure to sequence the Step 1 action before the Step 3 action on the same effective date so the employee’s records reflect ongoing entitlement to locality pay under 5 U.S.C. 5304 and not DETO guidelines. To learn more about DETO pay-setting, read OPM’s Guidance: Domestic Employees Teleworking Overseas. Chapter 17: Pay and Step Changes 9 Chapter 17: Guide to Processing Personnel Actions Job Aid Instructions for Processing Personnel Actions on Pay and Step Changes Step Action 1 Use the below information and applicable pay plan to select the nature of action and authority: Pay Plan and Table to Reference • General Schedule (GS), including employees covered by the Performance Management and Recognition System termination provisions of P.L. 103-89 (GM pay plan code), law enforcement officers at grades 3-10 (GL pay plan code), >and wildland firefighters at grades 1-15 (GW pay plan code),< but excluding physicians, podiatrists, and dentists receiving title 38 market pay (GP or GR pay plan code) – Reference Table 17-A • Senior Executive Service Pay System – Reference Table 17-B • Prevailing Rate Systems – Reference Table 17-C • Other Pay Systems (including General Schedule physicians, podiatrists, and dentists with GP or GR pay plan code) – Reference Table 17-D Enter nature of action and authority in blocks 5A-F of the SF-52 or in the appropriate place on the agency form used to request and approve the action. If the action is being taken under an authority that is unique to your department or agency, cite that authority (along with the authority code approved by OPM) instead of the authority and code shown in this chapter. 2 Use Table 17-E to select remarks required by OPM for the action as necessary and enter them in Part F of the SF-52 or in the appropriate place on the agency form used to request and approve the action. Also enter any additional remarks that are required by your Instructions for Processing Personnel Actions on Pay and Step Changes, Continued 9 Chapter 17: Guide to Processing Personnel Actions Step Action agency's instructions or that are necessary to explain the action. 3 Complete the SF-52 as required by instructions in Chapter 4 of this Guide; follow your agency's procedures to complete an agency request document. 4 Follow your agency's procedures to get the approval signature on the SF-52 or the form your agency uses to request action. No approval is needed for a pay adjustment or a change in differential that results from a statutory or regulatory change in rates or an Executive Order. 5 Follow instructions in Chapter 4 of this Guide to complete the SF-50. The SF-50 must be signed or authenticated for all pay and step changes except for those actions that are required by statute or regulation (and for which an SF-50 or an alternate form of notice may be used). On actions for which a signature or authentication is required, follow your agency's instructions to obtain it. 6 Enter or update suspense or remainder dates in your service record system and in any other tickler system your agency uses. These dates include: — date eligible for next within-range increase, — grade retention expiration date, and — date on which next performance determination must be made (when within-range increase has been denied). 7 Check The Guide to Personnel Recordkeeping to decide how to file the documents related to the action. 8 Reserved 9 Follow your agency’s instructions to distribute documentation of the personnel action. Chapter 17: Pay and Step Changes 11 Chapter 17: Guide to Processing Personnel Actions Tables Table 17-A. Pay and Step Changes under the General Schedule Rule If Basis for Action Is And Then NOAC Is NOA Is Auth Code Is Auth Is Notes Remarks 1 Within-grade increase based on employee’s meeting length of service and performance requirements (See note 1) Employee is not covered by the PMRS Termination Provisions of P.L. 103-89 893 Reg WRI Q7M Reg. 531.404 (See note 6) 1. When a within-grade increase action is effective on the same date as a quality step increase or a promotion, the actions may be documented on the same SF 52/50 or on separate ones. When a single SF 52/50 is used, document the within-grade increase (NOA 893) in blocks 5A-F of the SF 52/50 and the other action in blocks 6A-F. 2. Show in “To” block of SF-52/50 the step and salary currently held by the employee. Do not show the step and salary being denied or withheld. Show “00" in block 19 if employee is subject to the PMRS Termination Provisions of P.L. 103-89. Make action effective the date when the increase would have been effective. 3. In addition to covering employees with a GS pay plan code, this table applies to General Schedule employees who are: (1) covered by the Performance Management and Recognition System termination provisions of P.L. 103-89 (GM pay plan code) and (2) receiving LEO special base rates at grades 3-10 under section 403 of FEPCA (GL pay plan code). This table does not apply to General Schedule physicians, podiatrists, and dentists who are receiving title 38 market pay (GP or GR pay plan code); refer to Table 17-D for these employees. 6. If employee is entitled to grade retention, a second authority may be cited: VLJ/5 U.S.C. 5362(c). 8. Legal authority codes QJP, QHP, QKP, QMP, QLP, QLM and QUB are applicable only when an employee is receiving a special rate under 5 U.S.C. 5305. Jump to listing of Remarks (Use as many remarks as are applicable) 2 Employee is covered by the PMRS Termination Provisions of P.L. 103-89 Z2P P.L. 103-89 3 Decision to withhold within-grade increase Employee is not covered by the PMRS Termination Provisions of P.L. 103-89 888 Denial of WGI (See note 2) Q5M Reg. 531.409 (See note 6) 4 Employee is covered by the PMRS Termination Provisions of P.L. 103-89 Z2P P.L. 103-89 5 Quality increase based on employee’s high- quality performance 892 Irreg. Perf Pay RBM Reg. 531.501 (See note 6) 6 Pay adjustment effective under 5 U.S.C. 5303 894 Gen Adj QWM and ZLM Reg. 531.207 and (Cite E.O. that established new rates) 7 Initial establishment of or increase in special rates schedule Pay is adjusted on the basis of employee's existing pay retention entitlement 894 Gen Adj QJP (See note 8) and ZLM Reg. 530.322(c) and (Cite OPM issuance that published new rates) 8 Employee is not entitled to pay retention QHP (See note 8) and ZLM Reg. 530.322(a) and (Cite OPM issuance that published new rates) Table 17-A: Pay and Step Changes under the General Schedule, Continued 12 Chapter 17: Guide to Processing Personnel Actions Rule If Basis for Action Is And Then NOAC Is NOA Is Auth Code Is Auth Is Notes Remarks 9 Initial establishment of, or change in, special base rate for a law enforcement officer (GL pay plan code) 894 Gen Adj ZTW P.L. 101-509, Sec. 403 3. In addition to covering employees with a GS pay plan code, this table applies to General Schedule employees who are (1) covered by the Performance Management and Recognition System termination provisions of P.L. 103-89 (GM pay plan code) and (2) receiving LEO special base rates at grades 3-10 under section 403 of FEPCA (GL pay plan code). This table does not apply to General Schedule physicians, podiatrists, and dentists who are receiving title 38 market pay (GP or GR pay plan code); instead, refer to Table 17-D for these employees. 4. When an action involves a change in employee's position or grade, follow the instructions in Chapter 14; when it involves a change in employee's agency or appointment status, follow the instructions in Chapters 9-13. 6. If employee is entitled to grade retention, a second authority may be cited: VLJ/5 U.S.C. 5362(c). 7. If employee is entitled to pay retention, a second authority may be cited: VSJ/5 U.S.C. 5363(a). 8. Legal authority codes QJP, QHP, QKP, QMP, QLP, QLM and QUB are applicable only when an employee is receiving a special rate under 5 U.S.C. 5305. >11. Use Secondary LAC2 Z3Z when actions are processed in support of Return to In Person Work effective 1/20/2025.< Jump to listing of Remarks (Use as many remarks as are applicable) 10 Decrease in or discontinuance of special rate schedule in case of employee (1) for whom the special rate is the highest pay entitlement and (2) who is eligible for pay retention. (See rule 27 for an employee who meets the first condition, but not the second condition – e.g., employee ineligible for pay retention because of temporary or term appointment.) (See rule 28 in the case of an employee whose special rate entitlement is terminated due to entitlement to a higher rate of pay – e.g., locality rate becomes higher than special rate.) Employee's existing special rate is equal to one of the rates in the new highest applicable rate range for the employee’s grade or level 899 Step Adj QKP (See note 8) and ZLM Reg. 530.323 and (Cite OPM issuance that published new rates) 11 Employee’s existing special rate is greater than the maximum rate of the new highest applicable rate range for the employee’s grade or level (i.e., converted to retained rate equal to special rate) QMP (See note 8) and ZLM Reg. 530.323 and (Cite OPM issuance that published new rates) 12 Employee’s existing special rate is between two rates in the new highest applicable rate range for the employee’s grade or level. 890 Misc. Pay Adj QLP (See note 8) and ZLM Reg. 530.323 and (Cite OPM issuance that published new rates) 13 Employee loses GM status (pay plan code changed from GM to GS) 890 Misc. Pay Adj QUA and QUM Reg. 531.241 and 531.242 14 Employee's position is brought under the General Schedule (See note 4) ZLM (Cite E.O., Law, or Reg that brought position under the General Schedule) and (See notes 6 and 7) Table 17-A: Pay and Step Changes under the General Schedule, Continued 13 Chapter 17: Guide to Processing Personnel Actions Rule If Basis for Action Is And Then NOAC Is NOA Is Auth Code Is Auth Is Notes Remarks 15 Termination of grade retention benefits because 2-year period has expired Employee is entitled to complete another period of grade retention 866 Termination of Grade Retention VKJ 5 U.S.C. 5362 3. In addition to covering employees with a GS pay plan code, this table applies to General Schedule employees who are (1) covered by the Performance Management and Recognition System termination provisions of Public Law 103-89 (GM pay plan code) and (2) receiving LEO special base rates at grades 3-10 under section 403 of FEPCA (GL pay plan code). This table does not apply to General Schedule physicians, podiatrists, and dentists who are receiving title 38 market pay (GP or GR pay plan code); refer to Table 17-D for these employees. >11. Use Secondary LAC2 Z3Z when actions are processed in support of Return to In Person Work effective 1/20/2025.< Jump to listing of Remarks (Use as many remarks as are applicable) 16 Employee is entitled to a retained rate under pay retention VRJ 5 U.S.C. 5363 17 Employee is entitled to a rate of basic pay that is equal to or higher than the employee’s existing rate, which rate can be accommodated within the range of the employee’s grade 18 Termination of grade retention with no further grade or pay retention entitlement Employee declined a reasonable offer VNJ 5 U.S.C. 5362(d)(3) 19 Employee elected to terminate benefits VPL 5 U.S.C. 5362(d)(4) 20 Employee failed to comply with agency's priority placement program's requirements RLM Reg. 536.207(b) (2) 21 Termination of pay retention because employee declined a reasonable offer 890 Misc. Pay Adj VTJ 5 U.S.C. 5363(e)(2) 22 Termination of pay retention because of pay schedule adjustment under which employee becomes entitled to a higher rate of pay than that to which entitled under 5 U.S.C. 5363 (See 5 U.S.C. 5363(e)(2)) >See Note 11< 894 Gen Adj ZLM (Other citation (Law, E.O, Reg.)) Table 17-A: Pay and Step Changes under the General Schedule, Continued 14 Chapter 17: Guide to Processing Personnel Actions Rule If Basis for Action Is And Then NOAC Is NOA Is Auth Code Is Auth Is Notes Remarks 23 Establishment, change in percentage, or termination of locality- based comparability payment. >See note 11< 894 Gen Adj VGR 5 U.S.C. 5304 3. In addition to covering employees with a GS pay plan code, this table applies to General Schedule employees who are (1) covered by the Performance Management and Recognition System termination provisions of Public Law 103-89 (GM pay plan code) and (2) receiving LEO special base rates at grades 3-10 under section 403 of FEPCA (GL pay plan code). This table does not apply to General Schedule physicians, podiatrists, and dentists who are receiving title 38 market pay (GP or GR pay plan code); refer to Table 17-D for these employees. 8. Legal authority codes QJP, QHP, QKP, QMP, QLP, QLM and QUB are applicable only when an employee is receiving a special rate under 5 U.S.C. 5305. >11. Use Secondary LAC2 Z3Z when actions are processed in support of Return to In Person Work effective 1/20/2025.< Jump to listing of Remarks (Use as many remarks as are applicable) 24 Establishment, change in percentage, or termination of supervisory differential 810 Chg in Diff VPH 5 U.S.C. 5755 25 Establishment, change in percentage, or termination of administratively uncontrollable overtime entitlement 818 AUO RMM Reg. 550.151 26 Establishment or termination of availability pay 819 Availability Pay Z2S 5 U.S.C. 5545a 27 Decrease in or discontinuance of special rate schedule in case of employee (1) for whom the special rate is the highest pay entitlement and (2) who is not eligible for pay retention (e.g., employee with temporary or term appointment) Employee is not entitled to pay retention under 5 CFR part 536 894 Gen Adj QLM (See note 8) and ZLM Reg. 530.323(c) and (Cite OPM issuance that published new rates) Table 17-A: Pay and Step Changes under the General Schedule, Continued 15 Chapter 17: Guide to Processing Personnel Actions Rule If Basis for Action Is And Then NOAC Is NOA Is Auth Code Is Auth Is Notes Remarks 28 Employee’s special rate is terminated because the employee is entitled to a higher rate of basic pay (e.g., locality rate surpasses special rate.) (e.g., see 5 U.S.C. 5305(h).) (It is possible that the special rate range or schedule that formerly applied to employee may be discontinued at the same time; however, rules 10- 12 and 27 do not apply, since the special rate is not the employee’s highest pay entitlement.) Special rate is terminated because the employee is entitled to a higher rate of basic pay ZLM And QUB (See note 8) Other citation (Law, E.O, Reg.), and Reg. 530.303(d) 3. In addition to covering employees with a GS pay plan code, this table applies to General Schedule employees who are (1) covered by the Performance Management and Recognition System termination provisions of Public Law 103-89 (GM pay plan code), (2) receiving LEO special base rates at grades 3-10 under section 403 of FEPCA (GL pay plan code), >and (3) receiving wildland firefighter special base rate at grades 1-15 under 5 U.S.C. 5332a on or after March 23, 2025 (sec. 1807 of title VIII of the Full-Year Continuing Appropriations and Extensions Act, 2025) (GW pay plan code).< This table does not apply to General Schedule physicians, podiatrists, and dentists who are receiving title 38 market pay (GP or GR pay plan code); refer to Table 17-D for these employees. 6. If employee is entitled to grade retention, a second authority may be cited: VLJ/5 U.S.C. 5362(c). 7. If employee is entitled to pay retention, a second authority may be cited: VSJ/5 U.S.C. 5363(a). 8. Legal authority codes QJP, QHP, QKP, QMP, QLP, QLM and QUB are applicable only when an employee is receiving a special rate under 5 U.S.C. 5305. 9. Refer to OPM’s Guidance: Domestic Employees Teleworking Overseas – Locality Pay. 10. As section 9717 of P.L. 117-263 changes the authority under which DETO employees receive locality pay, NOAC 894/LAC Z2Y must be used to process the action, regardless of whether the locality payment amount changes or remains the same. >11 Use Secondary LAC2 Z3Z when actions are processed in support of Return to In Person Work effective 1/20/2025.< Jump to listing of Remarks (Use as many remarks as are applicable) 29 An adjustment in employee's basic rate of pay that is not described in Rules 1-28 (e.g., GS pay increases under maximum payable rate rule; adjustments resulting from a change in employee’s pay system, etc.) 890 Misc Pay Adj ZLM (Cite authority for the adjustment) (See notes 6 and 7) 30 Establishment, change in percentage, or termination of overseas locality payment for a Domestic Employee Teleworking Overseas (DETO) >See note 11< 894 Gen Adj Z2Y P.L. 117-263, Sec. 9717 - DETO Locality Payment. (See notes 9 and 10) >31< >Establishment of, or change in, special base rate for wildland firefighters (GW pay plan code)< >894< >Gen Adj< >ZJN< >5 U.S.C. 5332a< Chapter 17: Pay and Step Changes 16 Chapter 17: Guide to Processing Personnel Actions Table 17-B. Pay Changes Under the Senior Executive Service (SES) Pay System Rule If Basis for Action Is Then Impact to SES 12- Month Rule Is Then NOAC Is NOA Is Auth Code Authority Is Notes Remarks 1 Performance-based pay increase provided through regular application of agency’s annual appraisal and pay adjustment cycle (e.g., under 5 CFR 534.404(d) or (e)(1)) Begins new 12-month period for SES member 891 Reg Perf Pay Q3A (Cite appropriate law, E.O., or regulation that authorizes the action) 5 CFR 534.404(b)(3) (See note 2) 1. If an SES member is granted a retroactive pay increase under 5 CFR 534.404(f)(1), the increase may be a combination of increases under rules 1 and 3. The increases must be separately documented, just as they would have been if the increases had been put into effect at earlier time. 2. Increases in senior executive pay must be based on the employee’s performance and/or contribution to the agency’s performance, as determined by the agency through the administration of its performance management system for its senior executives (5 CFR 534.401; 5 CFR 430.312(a)). 4. If an SES member receives a pay adjustment under 5 CFR 534.404(h) upon transfer, document the action using rule 15 or 16, as appropriate, in Chapter 13, Table 13-A. Jump to listing of Remarks (Use as many remarks as are applicable) 2 Performance-based pay increase that is not covered by Rule 1 and begins a new 12- month period for the SES member (e.g., under 5 CFR 534.404(c)(4)(i)-(iv) or 534.404(i)) If within 12 months of last pay adjustment, requires agency head or oversight official to approve exception 892 Irreg Perf Pay Q3B (Cite appropriate law, E.O., or regulation that authorizes the action) (See note 2) 3 An increase provided under 5 CFR 534.404(b)(4) which does not exceed the amount necessary to maintain relative position of executive’s pay rate within the SES rate range and is not considered a pay adjustment for purposes of the 12 month rule. Does not require an exception or affect an ongoing 12- month period 890 Misc Pay Adj Q3C 5 CFR 534.404(b)(4) (See note 2) 4 Other pay increase that is not considered a pay adjustment for purposes of the 12-month rule (e.g., under 5 CFR 534.404(c)(3)(i)-(vii), 534.404(f), or 534.406(c)) Does not require an exception or affect an ongoing 12- month period Q3D (Cite appropriate law, E.O., or regulation that authorizes the action) 5 Reserved 6 Rate reduction for performance or disciplinary reasons (i.e., under 5 CFR 534.404(b)(6)) Does not require an exception or affect an ongoing 12- month period 897 Pay Reduct Q3F 5 CFR 534.404(b)(6) Chapter 17: Pay and Step Changes 17 Chapter 17: Guide to Processing Personnel Actions Table 17-C. Pay and Step Changes Under Prevailing Rate Systems Rule If Employee And Then NOAC Is NOA Is Auth Code Is (See notes 2 and 3) Auth Is Notes Remarks 1 Receives a within-grade increase 893 Reg WRI VUL 5 U.S.C. 5343(e)(2) 1. Be sure to change the step to “00” and to change the Pay Rate Determinant (PRD). 2. If employee is entitled to grade retention, VLJ/5 U.S.C. 5362(c) may be cited as the second authority. 3. If employee is entitled to pay retention, VSJ/5 U.S.C. 5363(a) may be cited as the second authority. Jump to listing of Remarks (Use as many remarks as are applicable) 2 Occupies a position that changed from the General Schedule to a Prevailing Rate System 890 Misc. Pay Adj FEM Reg. 532.405 3 Occupies a position in a wage area that is consolidated with another wage area 894 Gen Adj FTM Reg. 532.415(a) 4 Has basic rate of pay adjusted by application of special rates or schedules authorized by OPM for recruitment and retention FGM Reg. 532.251 5 Has basic rate of pay adjusted because special rates range is established for leader, supervisor or production facilitating positions F8M Reg. 532.253 6 Is subject to a reduction in a prevailing rate schedule resulting from the findings of a wage survey Employee's existing rate is higher than the new maximum rate allowed for employee's grade level and employee is entitled to pay retention 899 Step Adj (See note 1) FNM Reg. 532.415(c) 7 Employee's existing rate falls between two rates in the new schedule and employee's pay will be set at the higher rate 890 Misc. Pay Adj RJR Reg. 536.304(b) (1) Table 17-C: Pay and Step Changes under Prevailing Rate Systems, Continued 18 Chapter 17: Guide to Processing Personnel Actions Rule If Employee And Then NOAC Is NOA Is Auth Code Is (See notes 2 and 3) Auth Is Notes Remarks 8 Has basic rate of pay adjusted by application of a new or revised wage schedule not covered in Rules 3-7 (e.g., to implement results of an annual wage survey) 894 Gen Adj FNM Reg. 532.415(c) 2. If employee is entitled to grade retention, VLJ/5 U.S.C. 5362(c) may be cited as the second authority. 3. If employee is entitled to pay retention, VSJ/5 U.S.C. 5363(a) may be cited as the second authority. Jump to listing of Remarks (Use as many remarks as are applicable) 9 Is subject to termination of grade retention benefits because 2-year period has expired Employee is entitled to complete another period of grade retention 866 Terminat -ion of Grade Retention VKJ 5 U.S.C. 5362 10 Employee is entitled to a retained rate under pay retention VRJ 5 U.S.C. 5363 11 Employee is entitled to a rate of basic pay that is equal to or higher than their existing rate, which rate can be accommodated within the range of the employee's grade 12 Is subject to termination of grade retention because employee declined a reasonable offer VNJ 5 U.S.C. 5362(d)(3) 13 Is subject to termination of grade retention because employee elected to terminate benefits 866 Terminat -ion of Grade Retention VPL 5 U.S.C. 5362(d)(4) 14 Is subject to termination of grade retention benefits because employee failed to enroll in or comply with agency's priority placement program requirements RLM Reg. 536.207(b) (2) Table 17-C: Pay and Step Changes under Prevailing Rate Systems, Continued 19 Chapter 17: Guide to Processing Personnel Actions Rule If Employee And Then NOAC Is NOA Is Auth Code Is (See notes 2 and 3) Auth Is Notes Remarks 15 Is subject to termination of pay retention because employee declined a reasonable offer 890 Misc Pay Adj VTJ 5 U.S.C. 5363(e)(2) 2. If employee is entitled to grade retention, VLJ - 5 U.S.C. 5362(c) may be cited as the second authority. 3. If employee is entitled to pay retention, VSJ - 5 U.S.C. 5363(a) may be cited as the second authority. Jump to listing of Remarks (Use as many remarks as are applicable) 16 Is subject to termination of pay retention because of pay schedule adjustment under which employee becomes entitled to a higher rate of pay than that to which employee is entitled under 5 U.S.C. 5363 (e.g., see 5 U.S.C. 5363(e)(2)) 894 Gen Adj ZLM Other citation (Law, E.O, Reg.) 17 Has rate of basic pay adjusted as a result of the termination of grade retention 890 Misc Pay Adj (Enter same code as was used for the 866/ Termination of Grade Retention action) (Enter same authority as was used for the 866/ Terminat- ion of Grade Retention action) 18 Is subject to an adjustment in basic rate of pay that is not described in Rules 1-17 ZLM (Enter E.O., Law or Reg. that adjusted pay) Chapter 17: Pay and Step Changes 20 Chapter 17: Guide to Processing Personnel Actions Table 17-D. Pay and Step Changes Under Pay Systems Not Captured in Tables 17-A thru 17-C Note: This includes General Schedule physicians, podiatrists, and dentists with pay plans GP or GR who are receiving Title 38 market pay. Rule If Basis for Action is And Then NOAC is NOA is Auth Code is Authority is (See note 1) Notes Remarks 1 General market or structural pay adjustment (including employee pay adjustment linked to rate range adjustment; labor market adjustment; and establishment of or adjustment to basic pay supplement based on location, occupation, or other factors) (See note 2 and 5) 894 Gen Adj ZLM Other Citation (Law, E.O., Reg). 1. For agency determined changes, the authority for employees in senior-level (pay plan SL) and scientific and professional (pay plan ST) positions is 5 U.S.C. 5376; for employees in Agency Board of Contract Appeals positions (pay plan CA), the authority is 5 U.S.C. 5372a; for administrative appeals judges (pay plan AA), the authority is 5 U.S.C. 5372b; and for administrative law judges (pay plan AL), the authority is 5 U.S.C. 5372. For employees in positions under other pay plans, cite the authority that established the pay plan. 2. Increases under rule 1 are generally the same for all employees within a category without regard to the level of performance, except that the increase may be denied to employees rated unacceptable or below fully successful. No action is processed if an employee does not receive a general pay adjustment. However, if a zero pay adjustment at the time of an increase in the pay range minimum causes an employee’s rate of basic pay to fall below that range minimum, an 800 action must be processed to document the change to pay rate determinant code “T”, consistent with rule 7 of Table 28- A in Chapter 28 (refer to note 4 for guidance on documenting zero pay adjustments for employees in senior-level (pay plan SL) and scientific and professional (pay plan ST) positions). 5. For employees in senior-level (pay plan SL) and scientific and professional positions (pay plan ST), rule 4 applies to off-cycle increases authorized under 5 CFR 534.510, rule 8 applies to voluntary reductions in basic pay, e.g., as described in 5 CFR 534.508(c) or (d), and rule 2 applies to an increase in basic pay required under 5 CFR 534.507(g) to ensure the employee’s rate of basic pay does not fall below the minimum rate of the applicable rate range for an SL or ST employee. Jump to listing of Remarks (Use as many remarks as are applicable) Table 17-D. Pay and Step Changes Under Pay Systems Not Captured in Tables 17A thru 17-C, Continued 21 Chapter 17: Guide to Processing Personnel Actions Rule If Basis for Action is And Then NOAC is NOA is Auth Code is Authority is (See note 1) Notes Remarks 2 Within-range increase provided on a regular cycle The system (with or without steps) provides within- range increases on a regular cycle where all employees rated fully successful or higher get the same within- range increases on same regular cycle (See note 3) 893 Reg WRI ZLM Other Citation (Law, E.O., Reg). 1. For agency determined changes, the authority for employees in senior-level (pay plan SL) and scientific and professional (pay plan ST) positions is 5 U.S.C. 5376; for employees in Agency Board of Contract Appeals positions (pay plan CA), the authority is 5 U.S.C. 5372a; for administrative appeals judges (pay plan AA), the authority is 5 U.S.C. 5372b; and for administrative law judges (pay plan AL), the authority is 5 U.S.C. 5372. For employees in positions under other pay plans, cite the authority that established the pay plan. 3. While the applicability of rule 2 is based on the treatment of employees rated fully successful or higher, the rule is not limited to those employees. A given pay system may provide within-range increases on a regular time cycle to employees rated below fully successful, and those increases may be equal to or less than the increases given to those rated fully successful or higher. As long as such a pay system provides equal increases to employees rated fully successful or higher, rule 2 also applies to any regular within-range increases received by employees in that system who are rated below fully successful. (Also See note 4). 4. While the applicability of rule 3 is based on the treatment of employees rated fully successful or higher, the rule is not limited to those employees. A performance-based pay system may provide within- range increase on a regular time cycle to employees rated below fully successful. As long as such a pay system provides at least two levels of regular pay increases for employees rated fully successful or higher, rule 3 also applies to any regular pay increases received by employees in that system who are rated below fully successful. For employees in senior-level (pay plan SL) and scientific and professional (pay plan ST) positions rule 3 applies to annual increases in basic pay under 5 CFR 534.507(a), including those zero-pay adjustments meeting the requirement of 5 CFR 534.507(a)(2). Jump to listing of Remarks (Use as many remarks as are applicable) Table 17-D. Pay and Step Changes Under Pay Systems Not Captured in Tables 17A thru 17-C, Continued 22 Chapter 17: Guide to Processing Personnel Actions Rule If Basis for Action is And Then NOAC is NOA is Auth Code is Authority is (See note 1) Notes Remarks 3 Performance-based pay increase provided on a regular cycle (e.g., annual, certain zero pay adjustments for SL and ST employees, etc.) (See note 4) There are at least two levels of performance- based pay increases for employees rated fully successfully or higher 891 Reg Perf Pay Q3A (Cite appropriate law, E.O., or regulation that authorizes the action) 1. For agency determined changes, the authority for employees in senior-level (pay plan SL) and scientific and professional (pay plan ST) positions is 5 U.S.C. 5376; for employees in Agency Board of Contract Appeals positions (pay plan CA), the authority is 5 U.S.C. 5372a; for administrative appeals judges (pay plan AA), the authority is 5 U.S.C. 5372b; and for administrative law judges (pay plan AL), the authority is 5 U.S.C. 5372. For employees in positions under other pay plans, cite the authority that established the pay plan. 4. While the applicability of rule 3 is based on the treatment of employees rated fully successful or higher, the rule is not limited to those employees. A performance-based pay system may provide within- range increases on a regular time cycle to employees rated below fully successful. As long as such a pay system provides at least two levels of regular pay increases for employees rated fully successful or higher, rule 3 also applies to any regular pay increases received by employees in that system who are rated below fully successful. For employees in senior-level (pay plan SL) and scientific and professional (pay plan ST) positions rule 3 applies to annual increases in basic pay under 5 CFR 534.507(a), including those zero pay adjustments meeting the requirement of 5 CFR 534.507(a)(2). 5. For employees in senior-level (pay plan SL) and scientific and professional positions (pay plan ST), rule 4 applies to off-cycle increases authorized under 5 CFR 534.510, rule 8 applies to voluntary reductions in basic pay, e.g., as described in 5 CFR 534.508(c) or (d), and rule 2 applies to an increase in basic pay required under 5 CFR 534.507(g) to ensure the employee’s rate of basic pay does not fall below the minimum rate of the applicable rate range for an SL or ST employee. Jump to listing of Remarks (Use as many remarks as are applicable) 4 Performance-based pay increase provided on an irregular basis (See note 5) 892 Irreg. Perf Pay Q3B (Cite appropriate law, E.O., or regulation that authorizes the action) Table 17-D. Pay and Step Changes Under Pay Systems Not Captured in Tables 17A thru 17-C, Continued 23 Chapter 17: Guide to Processing Personnel Actions Rule If Basis for Action is And Then NOAC is NOA is Auth Code is Authority is (See note 1) Notes Remarks 5 Base pay increase for a group of employees in recognition of group performance/contributions 896 Group Inc ZLM Other Citation (Law, E.O., Reg). 1. For agency determined changes, the authority for employees in senior-level (pay plan SL) and scientific and professional (pay plan ST) positions is 5 U.S.C. 5376; for employees in Agency Board of Contract Appeals positions (pay plan CA), the authority is 5 U.S.C. 5372a; for administrative appeals judges (pay plan AA), the authority is 5 U.S.C. 5372b; and for administrative law judges (pay plan AL), the authority is 5 U.S.C. 5372. For employees in positions under other pay plans, cite the authority that established the pay plan. 5. For employees in senior-level (pay plan SL) and scientific and professional positions (pay plan ST), rule 4 applies to off-cycle increases authorized under 5 CFR 534.510, rule 8 applies to voluntary reductions in basic pay, e.g., as described in 5 CFR 534.508(c) or (d), and rule 2 applies to an increase in basic pay required under 5 CFR 534.507(g) to ensure the employee’s rate of basic pay does not fall below the minimum rate of the applicable rate range for an SL or ST employee. 6. Refer to OPM’s Guidance: Domestic Employees Teleworking Overseas – Locality Pay. 7. As section 9717 of P.L. 117-263 changes the authority under which DETO employees receive locality pay, NOAC 894/LAC Z2Y must be used to process the action, regardless of whether the locality payment amount changes or remains the same. 8. >Use Secondary LAC2 Z3Z when actions are processed in support of Return to In Person Work effective 1/20/2025.< Jump to listing of Remarks (Use as many remarks as are applicable) 6 Reduction in an employee’s base rate of pay within a salary range based on unacceptable performance and/or conduct 897 Pay Reduction ZLM Other Citation (Law, E.O., Reg). 7 Step adjustment that does not result in a pay adjustment (in a step- based pay system) 899 Step Adj ZLM Other citation (Law, E.O., Reg.) 8 Other miscellaneous pay adjustment not covered by rules 1-7 above (See notes 1 and 5) 890 Misc Pay Adj ZLM Other citation (Law, E.O., Reg.) 9 Establishment or termination of availability pay 819 Availability Pay Z2S 5 U.S.C. 5545a 10 Establishment, change in, or termination of administratively uncontrollable overtime entitlement 818 AUO RMM Reg. 550.151 11 Establishment, change in percentage, or termination of overseas locality payment for a Domestic Employee Teleworking Overseas (DETO) (See Notes 6, 7 >and 8<) 894 Gen Adj Z2Y P.L. 117-263, Sec. 9717 - DETO Locality Payment. Chapter 17: Pay and Step Changes 24 Chapter 17: Guide to Processing Personnel Actions Table 17-E. Codes and Remarks for Pay and Step Changes *Use as many remark codes as apply Return to table 17-A, 17-B, 17-C, 17-D Rule If Basis for the Action is If And Then Remark Code Is And Remark Is Notes 1 Action is a within-grade increase (WGI) P14 Work performance is at an acceptable level of competence. 2 The amount of time the employee was in nonpay status requires that the due date for the WGI be set back P13 Effective date adjusted due to excess time in nonpay status of (number) hours. 3 Granted to an employee who is entitled to grade retention X46 Action gives employee within-grade increase/quality increase to step [number] of [pay plan and grade], retained grade. 4 Action is a quality step increase Granted to a GS employee who is entitled to grade retention X46 Action gives employee within-grade increase/quality increase to step [number] of [pay plan and grade], retained grade. 5 Decision is made to withhold WGI to GS employee Employee is not entitled to grade retention P15 Within-grade increase to step [number] denied because your work is not at an acceptable level of competence. You remain at GS [number], step [number]. 6 Employee is entitled to grade retention X47 Action denies within-grade increase to step [number] of employee’s retained grade. 7 Decision is made to withhold WGI to GM employee P91 Within-grade increase denied because your work is not at an acceptable level of competence. Your salary does not change. 8 Action is a 890/Misc Pay Adj or 894/Gen Adj Employee is entitled to pay retention X40 Employee is entitled to pay retention. 9 Employee is entitled to grade retention X44 Employee is entitled to grade retention 10 Employee is entitled to grade retention X37 Employee is entitled to retain grade of [pay plan and grade] through [date]. X45 Retained grade will be used to determine employee’s pay, retirement and insurance benefits, and promotion and training eligibility. X61 Retained grade will not be used for reduction-in-force purposes. Table 17-E. Codes and Remarks for Pay and Step Changes, Continued 25 Chapter 17: Guide to Processing Personnel Actions Rule If Basis for the Action is If And Then Remark Code Is And Remark Is Notes 11 Employee is entitled to pay retention X67 Employee receiving retained rate in excess of maximum adjusted rate of basic pay for employee’s grade; not entitled to locality payment or special rate supplement. 12 Action terminates employee’s entitlement to grade retention Eligibility has expired for current period, and employee not entitled to new period of grade retention X43 Expiration of grade retention period as [pay plan and grade]. 13 Employee elected to terminate grade retention entitlement X39 Employee elected to terminate grade retention entitlement. 14 Action terminates employee’s entitlement to grade retention Employee declined position offered X48 Declined offer of [position title; pay plan; series; and grade, level, or band]. 15 Employee didn’t comply with priority placement program requirements X50 Failed to comply with priority placement program requirements. 16 No further entitlement to grade or pay retention X36 Grade retention entitlement terminated. No further entitlement to grade or pay retention. 17 Employee is entitled to begin pay retention X40 Employee is entitled to pay retention. 18 Employee entitled to begin another period of grade retention X37 Employee is entitled to retain grade of [pay plan and grade] through [date]. X45 Retained grade will be used to determine employee’s pay, retirement and insurance benefits, and promotion and training eligibility. X61 Retained grade will not be used for reduction- in-force purposes. 19 Employee becomes entitled to pay retention Initial retained rate is equal to applicable cap - 150% of maximum rate for grade to which assigned or level IV of Executive Schedule X41 Employee is now entitled to retained rate. Salary is equal to applicable cap on retained rates - 150% of maximum rate of grade to which assigned or level IV of the Executive Schedule. 20 Action is terminating pay retention Adjustment in pay schedule results in employee being entitled to a rate of pay equal to or higher than that to which entitled under pay retention (5 U.S.C. 5363(e)(2)) X42 Pay retention entitlement terminated. Table 17-E. Codes and Remarks for Pay and Step Changes, Continued 26 Chapter 17: Guide to Processing Personnel Actions Rule If Basis for the Action is If And Then Remark Code Is And Remark Is Notes 21 Action is terminating pay retention Employee declined position offered X48 Declined offer of [position title; pay plan; series; and grade, level, or band]. 22 Employee is being paid a special rate established under 5 U.S.C. 5305 P05 Special rate under 5 U.S.C. 5305. 23 P07 Special rate table _______. 24 Employee’s total salary includes payment for AUO Action is an 818/AUO that establishes/changes percent paid for AUO P73 Block 20 shows the percent of your rate of adjusted basic pay which is paid to you for the substantial, irregular overtime work you perform which cannot be controlled administratively. 25 Action is other than an 818/AUO P81 Salary in block 20 includes AUO of $ . 26 Total salary includes availability pay P99 Salary in block 20 includes availability pay of $ . 27 Total salary includes supervisory differential P72 Salary in block 20 includes supervisory differential of $ . 28 Action is an 894/Gen Adj Special rate exceeds the locality rate of pay P93 Special rate exceeds the locality rate of pay; employee receives higher special rate supplement (in block 20B) instead of locality payment. 29 Rule 28 does not apply P92 Salary includes a locality-based payment of ____% (in block 20B). 30 Employee is subject to the post-employment restrictions under 18 U.S.C. 207(c). M97 Employee subject to post-employment restrictions under 18 U.S.C. 207(c). 31 Employee is a GS law enforcement officer entitled to special base rate at grades 3 through 10 (GL pay plan code) P11 Basic pay in block 20A is law enforcement officer special base rate, which is higher than normal GS rate. Table 17-E. Codes and Remarks for Pay and Step Changes, Continued 27 Chapter 17: Guide to Processing Personnel Actions Rule If Basis for the Action is If And Then Remark Code Is And Remark Is Notes 32 Establishment, change in percentage, or termination of overseas locality payment for a Domestic Employee Teleworking Overseas (DETO) Employee is commencing a temporary assignment working under a DETO agreement Employee is commencing to receive DETO locality pay P21 Employee is commencing a temporary assignment working under a Domestic Employee Teleworking Overseas (DETO) Agreement and commencing to receive DETO locality pay (section 9717 of Public Law 117- 263). 33 The percentage amount of the DETO locality payment is changing due to (1) a change in the locality pay percentage for the employee’s former U.S. location, (2) a change in the DC locality pay percentage, or (3) a change in relationship between locality pay in the former U.S. location and locality pay in DC (i.e., a change in which one those rates is lesser) Rate of pay needs to be adjusted due to locality changes P22 Employee’s DETO locality payment has been adjusted due to changes in the payable locality pay percentage. 34 The overseas locality payment for a DETO is terminated for any reason. (See note 1 and note 2) P23 Employee is no longer entitled to locality pay in connection with a Domestic Employee Teleworking Overseas (DETO) Agreement. 1. See Section 6 of this chapter. If processing two General Adjustment actions, you may need to use both remark codes P23 and P24. 35 When an employee becomes entitled to locality pay upon the termination of their DETO agreement (processed as NOAC 894/LAC Z2Y) (See note 1) P24 Employee is entitled to locality pay under 5 U.S.C. 5304. >36< >Change in pay due to Return to In Person Work effective 1/20/2025< >N50< >Change in pay due to Return to In-Person Work status.< >37< >Employee is a GS wildland firefighter entitled to special base rate at grades 1 through 15 (GW pay plan code)< >P31< >Basic pay in block 20A is wildland firefighter special base rate, which is higher than normal GS rate.<