Chapter 17: Pay and Step Changes
1
Chapter 17 Guide to Processing Personnel Actions
Chapter 17: Pay and Step Changes
(Natures of Action 810, 818, 819, 866,
888, 890, 891, 892, 893, 894, 896, 897,
and 899)
Contents
1. Coverage ...................................................................................... 2
2. Definitions ..................................................................................... 2
3. Use of Standard Form 52 ................................................................ 5
4. Documenting the Personnel Action ................................................... 5
5. Actions for Absent Employees .......................................................... 6
Job Aid ............................................................................................. 8
Instructions for Processing Personnel Actions on Pay and Step Changes ... 8
Tables ............................................................................................. 10
Table 17-A. Pay and Step Changes under the General Schedule ............ 10
Table 17-B. Pay Changes Under the Senior Executive Service (SES)……. 15
Table 17-C. Pay and Step Changes Under Prevailing Rate Systems ........ 16
Table 17-D. Pay and Step Changes Under Pay Systems Not Captured in
Tables 17-A thru 17-C .................................................................. 18
Table 17-E. Codes and Remarks for Pay and Step Changes .................. 23
New text changes and/or additions are distinguished in >dark red font
surrounded by angled brackets<. Deletion/removal of text is distinguished
with *** in green font.
Chapter 17: Pay and Step Changes
2
Chapter 17: Guide to Processing Personnel Actions
1. Coverage
a) This chapter provides instructions for processing pay related actions
that occur when there is no change in the employee's agency,
appointment status, position, or grade:
• 810—Change in Differential
• 818—Administratively Uncontrollable Overtime
• 819—Availability Pay
• 866—Termination of Grade Retention
• 888—Denial of Within-grade Increase
• 890—Miscellaneous Pay Adjustment
• 891—Performance-based Pay Increase
Provided on Regular Cycle
• 892—Performance-based Pay Increase
Provided on Irregular Basis
• 893—Within-range Increase
Provided on Regular Cycle
• 894—General Market or Structural Pay Adjustment
• 896—Group-based Pay Increase
• 897—Within-range Reduction
• 899—Step Adjustment
b) See Chapter 31 when processing actions when an employee changes
agencies; see Chapters 9-13 when appointment status changes; see
Chapter 14 for position or grade changes; and see Chapter 29 for
changes in bonuses, awards, or other incentives.
2. Definitions
a) Adjusted basic pay is the sum of an employee’s rate of basic pay
and any basic pay supplement, after applying any applicable pay cap.
A basic pay supplement is defined as a regular, fixed supplemental
payment (paid in conjunction with base pay) for non-overtime hours of
work that is creditable as basic pay for retirement purposes, excluding
any type of premium payment or differential that is triggered for
working certain hours of the day or week or for being subjected to
certain working conditions. A basic pay supplement includes, for
example, any applicable locality payment under 5 CFR part 531,
subpart F, and any special rate supplement under 5 CFR part 530,
subpart C.
Chapter 17: Pay and Step Changes
3
Chapter 17: Guide to Processing Personnel Actions
b) Administratively Uncontrollable Overtime (AUO) pay is calculated
as an increment of up to 25 percent of basic pay (including any locality
payment or special rate supplement) paid on an annual basis for
substantial amounts of overtime work that cannot be controlled
administratively and that are required on an irregular basis.
c) Availability pay is a special form of premium pay fixed at 25 percent
of basic pay (including any locality payment or special rate
supplement) that applies to criminal investigators who are required to
work, or be available to work, substantial amounts of unscheduled
overtime duty based on the needs of the employing agency. Criminal
investigators receiving availability pay are exempt from the minimum
wage and overtime pay provisions of the Fair Labor Standards Act and
may not receive administratively uncontrollable overtime pay.
d) Denial of Within-grade Increase means the decision to withhold
(not grant) a within-grade increase to an employee because of a
determination that the employee's performance is not an acceptable
level of competence.
e) GM Within-grade Increase is an agency awarded increase in rate of
basic pay, with no change in grade, to an employee who is covered
under the Performance Management and Recognition System
termination provisions of Public Law 103-89.
f) Grade Retention entitles an employee to retain for 2 years, for pay
and benefits purposes, the grade of the position from which ***>the
employee< was reduced.
g) Locality payment means a locality-based comparability payment
under ***>5 U.S.C 5304< or equivalent payment under another
authority.
h) Pay Adjustment (as used in this Guide)—Any increase or decrease in
an employee's rate of basic pay where there is no change in the duties
or responsibilities of the employee's position. For example, a pay
adjustment would include a change in the step at which the employee
is paid. A change in the pay system under which the employee is paid
is also considered a pay adjustment.
Chapter 17: Pay and Step Changes
4
Chapter 17: Guide to Processing Personnel Actions
i) Pay plan means the pay system or pay schedule under which the
employee's rate of basic pay is determined, for example, General
Schedule (GS), Executive Pay (EX), or Leader under the Federal Wage
System (WL).
j) 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.
k) 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.
l) 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.
m) 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), 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).
n) 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.
o) Step means the step of the pay plan under which an employee is paid,
for example, step 2 of GS 7 or step 1 of WG 5.
Chapter 17: Pay and Step Changes
5
Chapter 17: Guide to Processing Personnel Actions
p) 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.
q) 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.
r) 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 Standard Form 52
a) The Standard Form 52, Request for Personnel Action, 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 a >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 a
Standard Form 50, Notification of Personnel Action. 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
Chapter 17: Pay and Step Changes
6
Chapter 17: Guide to Processing Personnel Actions
adjustment. Employees may be notified of the adjustment by a copy of
the Official Personnel Folder document, or an 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; and
• 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 effect 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
Chapter 17: Pay and Step Changes
7
Chapter 17: Guide to Processing Personnel Actions
• within-range increase for which employee becomes eligible
during a period of nonpay status that is creditable for within-
range increase purposes.
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 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 left side of the Official Personnel Folder at that time. If
the employee does not exercise restoration rights, remove and destroy
the >SF-52<.
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 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 Standard Form 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.
Chapter 17: Pay and Step Changes
8
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) and law enforcement
officers at grades 3-10 (GL 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 Standard Form 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 the Office of Personnel Management) instead of the authority and
code shown in this chapter.
2
Use ***Table 17- >E< to select remarks/remarks codes required by the Office
of Personnel Management 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/remarks codes that are required by your
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.
Instructions for Processing Personnel Actions on Pay and Step Changes, Continued
9
Chapter 17: Guide to Processing Personnel Actions
Step
Action
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<. >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 a >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
10
Chapter 17 Guide to Processing Personnel Actions
Tables
Table 17-A. Pay and Step Changes under the General Schedule (See note 3 of this table)
>Notes and Remarks columns have been added<
Rule
If Basis for Action is
Then
NOAC is
NOA
is
Auth
Code is
Authority is
Notes
Remarks
1
Within-grade increase
based on employee’s
meeting length of
service and performance
requirements (See note
1)
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.
Show as the effective date the date on
which 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 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); instead, table 17-D applies to those
*** >physicians, podiatrists, and dentists<.
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
Z2P
P.L. 103-89
3
Decision to withhold
within-grade increase
888
Denial
of
WGI
(See
note
2)
Q5M
Reg. 531.409
(See note 6)
4
Z2P
P.L. 103-89
5
Quality increase based
on employee’s high-
quality performance
892
Ireg
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
894
Gen
Adj
QJP
(See
note 8)
and
ZLM
Reg.
530.322(c)
and (Cite
OPM issuance
that
published
new rates)
8
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
11
Chapter 17: Guide to Processing Personnel Actions
Rule
If Basis for Action is
Then
NOAC is
NOA
is
Auth
Code is
Authority 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 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); instead, table 17-D applies to those
***>physicians, podiatrists, and dentists<
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.
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.)
899
Step
Adj
QKP
(See
note 8)
and
ZLM
Reg. 530.323
and (Cite
OPM issuance
that
published
new rates)
11
QMP
(See
note 8)
and
ZLM
Reg. 530.323
and (Cite
OPM issuance
that
published
new rates)
12
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
12
Chapter 17: Guide to Processing Personnel Actions
Rule
If Basis for Action is
Then
NOAC is
NOA
is
Auth
Code is
Authority is
Notes
Remarks
15
Termination of grade
retention benefits
because 2-year period
has expired
866
Termi
nation
of
Grade
Reten
tion
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); instead, table 17-D applies to those
***>physicians, podiatrists, and dentists<
Jump to
listing of
Remarks
(Use as
many
remarks as
are
applicable)
16
VRJ
5 U.S.C. 5363
17
18
Termination of grade
retention with no further
grade or pay retention
entitlement
VNJ
5 U.S.C.
5362(d)(3)
19
VPL
5 U.S.C.
5362(d)(4)
20
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))
894
Gen
Adj
ZLM
(Other
citation (Law,
E.O, Reg.))
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
Then
NOAC is
NOA
is
Auth
Code is
Authority is
Notes
Remarks
23
Establishment, change in
percentage, or termination
of locality-based
comparability payment
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); instead, table 17-D
applies to those ***>physicians, podiatrists, and
dentists<.
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)
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
Availa
bility
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)
894
Gen
Adj
QLM
(See
note 8)
and ZLM
Reg.
530.323(c) and
(Cite OPM
issuance that
published new
rates)
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.)
ZLM And
QUB
(See
note 8)
Other citation
(Law, E.O,
Reg.), and Reg.
530.303(d)
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
Then
NOAC is
NOA
is
Auth
Code is
Authority is
Notes
Remarks
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)
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); instead, table 17-D
applies to those ***>physicians,
podiatrists, and dentists<.
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 Information on New
Overseas Locality Pay for DETO employees
dated 02/17/2023.
10. >As section 9717 of P.L. 117-263 changes
the authority under which DETO employees
receive locality pay, NOAC 894/LAC ZLM
must be used to process the action,
regardless of whether the locality payment
amount changes or remains the same.<
Jump to
listing of
Remarks
(Use as
many
remarks as
are
applicable)
>30<
Establishment, change in
percentage, or
termination of overseas
locality payment for a
Domestic Employee
Teleworking Overseas
(DETO)
894
Gen
Adj
Z2Y
>P.L. 117-
263, Sec.
9717 - DETO
Locality
Payment.
(See Notes
9 and 10)<
Chapter 17: Pay and Step Changes
15
Chapter 17 Guide to Processing Personnel Actions
Table 17-B. Pay Changes Under the Senior Executive Service (SES) Pay System
>Notes and Remarks columns have been added.<
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)).<
3. ***
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.
5. ***
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
***
***
***
***
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
16
Chapter 17 Guide to Processing Personnel Actions
Table 17-C. Pay and Step Changes Under Prevailing Rate Systems
>Notes and Remarks columns have been added.<
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
17
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
Terminati
on 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
Terminati
on 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
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
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/
Termination 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
19
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
(including General Schedule ***>physicians, podiatrists, and dentists< with pay plan codes GP or GR who
are receiving market pay) >Notes and Remarks columns have been added<.
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 (Including General Schedule
***>physicians, podiatrists, and dentists< with pay plan codes GP or GR who are receiving Title 38 market pay, Continued
20
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 a 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 (Including General Schedule
***>physicians, podiatrists, and dentists< with pay plan codes GP or GR who are receiving Title 38 market pay, 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
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 (Including General Schedule
***>physicians, podiatrists, and dentists< with pay plan codes GP or GR who are receiving Title 38 market pay, 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
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.
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
Reduct
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
note 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)
894
Gen Adj
Z2Y
>P.L. 117-
263, Sec.
9717 - DETO
Locality
Payment.
(See Notes
6 and 7)<
6. >Refer to OPM’s Information on New Overseas
Locality Pay for DETO employees dated 02/17/2023.
7. As section 9717 of P.L. 117-263 changes the
authority under which DETO employees receive
locality pay, NOAC 894/LAC ZLM must be used to
process the action, regardless of whether the
locality payment amount changes or remains the
same.<
Chapter 17: Pay and Step Changes
23
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
>Notes column has been added.<
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.
>Reserved for
Future Use<
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
24
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.
>Reserved for
Future Use<
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
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
21
Action is terminating pay
retention
Employee declined position
offered
X48
Declined offer of [position title; pay plan;
series; and grade, level, or band].
>Reserved for
Future Use<
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
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
>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).<
>Reserved for
Future Use<
>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.<
>Domestic Employee
Teleworking Overseas (DETO)
Agreement expires<
>P23<
>Employee is no longer entitled to locality
pay in connection with a Domestic Employee
Teleworking Overseas (DETO) Agreement.<
>35<
>When an employee’s
DETO locality pay is
terminated via a General
Adjustment (NOAC
894/LAC ZLM)<
>The employee will be
receiving locality pay under 5
U.S.C. 5304, then an
additional General Adjustment
must be processed, with the
same effective date, returning
the employee to locality pay
under 5 U.S.C. 5304 (NOAC
894/LAC VGR – see rule 23 of
Table 17-A, GPPA Chapter
17).<
>P24<
>Employee is entitled to locality pay under 5
U.S.C. 5304.<