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Positions in the
Professional Airway Systems Specialist-Airway Facilities bargaining unit have
been placed under a new compensation plan. This plan integrates a broad band
classification system and a market-based pay system.
The PASS-AF plan continues
to use job series as defined by the Office of Personnel Management (OPM). A few
job series have be consolidated together to streamline administrative
requirements.
Job series performing a
similar nature of work and paid similarly in the external market place are
grouped together into one of nine job categories. Pay treatment for all job
series within a job category will be the same. Within each job category are a
standard number of career levels (3 or 5), reflecting increasing degrees of
responsibility and complexity. Two or three additional levels are established
for supervisory and managerial positions in each job category.
Each career level within
each job category is assigned to one of 12 pay bands, which replace the
current GS/FG grades. The pay bands are broader in
width than the GS/FG grades and eliminate steps. There is no one-to-one
relationship between current GS/FG grades and the new pay bands.
Job assignments to pay bands
are based on analysis of competitive private and public sector pay levels.
Competitive pay data is collected on as many job series within a job category as
possible, and the pay band assignments of the career levels within each job
category are based on the market pay levels.
An analysis of competitive
pay levels is completed on a regular basis. The primary labor market for the FAA
is the aviation and airline industry, and additional secondary labor market
surveys are also analyzed. The pay rates for the pay bands are targeted to be
competitive with these labor markets to ensure the FAA’s ability to attract
and retain highly qualified employees. Pay bands are typically reviewed annually
and adjusted if necessary to maintain competitiveness with the external market.
Annual base pay changes are
linked to both organizational success and individual performance.
General increases, within-grade increases, and quality step increases
have been eliminated under this system, and are replaced with two new types of
annual performance-based increases. Organizational Success Increases (OSI) are
annual base pay increases granted to most employees, provided organizational
performance goals are met. Superior Contribution Increases (SCI) are provided in
addition to the OSI, and will initially be provided to all employees in the
PASS-AF plan.
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