What Gs Grade Is Equivalent To Civil Service Eas 16

The General Schedule (GS) is the predominant pay scale within the Usa civil service. The GS includes the majority of white collar personnel (professional, technical, authoritative, and clerical) positions. As of September 2004^[update], 71% of federal civilian employees were paid nether the GS. The GG pay rates are identical to published GS pay rates.

The remaining 29% were paid under other systems such as the Federal Wage Organisation (WG, for federal blue-neckband civilian employees), the Senior Executive Service and the Executive Schedule for high-ranking federal employees, and other unique pay schedules used past some agencies such as the United States Securities and Exchange Commission and the Strange Service. Starting in 2009^[update], some federal employees were as well paid under Pay Bands.^[ane]

History [edit]

The GS was enacted into law by the Classification Act of 1949, which replaced Classification Act of 1923. The GS is now codified as role of Chapter 53 of Title 5 of the United states of america Code sections 5331 to 5338 (five U.Southward.C. §§ 5331–5338). The pay scale was originally created with the purpose of keeping federal salaries in line with equivalent individual sector jobs. Although never the intent, the GS pay scale does a practiced job of ensuring equal pay for equal work past reducing pay gaps between men, women, and minorities, in accord with another, separate law, the Equal Pay Act of 1963.^{[ citation needed ]}

Prior to January 1994, GS personnel were generally paid the same amount (for a given grade and step) regardless of where they worked. This organization ignored the growing reality of regional differences in salaries and wages beyond the United states, and this led to a perception that in many locations federal civil service salaries were increasingly uncompetitive with those in the private sector, thus affecting recruiting and retentiveness efforts by federal agencies. In January 1994, the Federal Employees Pay Comparability Deed of 1990 (FEPCA) introduced a "locality pay adjustment" component to the GS salary construction. Both Republican and Democratic administrations have complained about the methodology used to compute locality adjustments and the projected cost of closing the pay gap (as determined by FEPCA) between federal salaries and those in the private sector. In December 2007, the President'due south Pay Agent reported that an boilerplate locality pay adjustment of 36.89% would be required to accomplish the target set by FEPCA (to shut the computed pay gap between federal and non-federal pay to a disparity of five%). Past comparison, in agenda year 2007, the average locality pay adjustment actually authorized was xvi.88%. As a result, FEPCA has never been fully implemented.^{[ citation needed ]}

Administration [edit]

The United States Part of Personnel Direction administers the GS pay schedule on behalf of other federal agencies.

Changes to the GS must normally exist authorized past either the president (via Executive Order) or by Congress (via legislation). Normally, the President directs almanac all-embracing pay adjustments at the commencement of a calendar year after Congress has passed the annual appropriations legislation for the federal government.

Under FEPCA, the Bureau of Labor Statistics conducts annual surveys of wages and salaries paid to not-federal workers in designated locality pay areas. Surveys are used to determine the disparity, if any, between federal and not-federal pay in a given locality pay area. The Federal Salary Council (created past FEPCA) prepares recommendations concerning the limerick of the designated locality pay areas and the annual comparability adjustment for each area, besides every bit an adjustment for all other workers exterior these areas, referred to every bit "Residuum of U.S.". The council's recommendations are transmitted to the President's Pay Amanuensis (too created by FEPCA), which then establishes, modifies, or disestablishes private locality pay areas and makes the final recommendation on pay adjustments to the president, who may either accept the agent'south recommendations or (in result) pass up them through the submission of an alternative pay plan.

FEPCA also provides for an automatic almanac all-embracing adjustment of GS pay rates. A mutual misconception is that the almanac federal pay adjustments are adamant according to cost of living fluctuations and other regional considerations. In fact, the across-the-board adjustments to the GS (but non locality pay) are determined according to the rise in the cost of employment equally measured by the Section of Labor's Employment Cost Index, which does not necessarily correlate to the better-known Consumer Price Index, which tracks consumer prices.

Grade and step construction [edit]

U.s. Government Employees Pay Comparison

The GS is separated into 15 grades (GS-i, GS-2, etc. up to GS-fifteen); each course is separated into x steps. At ane fourth dimension, in that location were also 3 GS "supergrades" (GS-16, GS-17 and GS-18); these were eliminated nether the provisions of the Civil Service Reform Act of 1978 and replaced past the Senior Executive Service and the more than recent Senior Level (not-supervisory) pay scale.

Almost positions in the competitive service are paid co-ordinate to the GS. In addition, many positions in the excepted service use the GS every bit a basis for setting pay rates. Some positions in the excepted service apply the grade designator "GG"—for example, "GG-12" or "GG-13". The GG pay rates are by and large identical to published GS pay rates.

The GS-one through GS-7 range generally marks entry-level positions, while mid-level positions are in the GS-8 to GS-12 range and top-level positions (senior managers, high-level technical specialists, or physicians) are in the GS-thirteen to GS-15 range. A new GS employee is normally employed in the showtime step of their assigned GS grade, although the employer has discretion to, every bit a recruiting incentive, authorize initial date at a higher step (other agencies may place the employee at a college grade). In virtually professional occupations, entry to mid-level positions are classified at two-course intervals—that is, an employee would advance from GS-five to GS-7, and then to GS-9 and finally to GS-11, skipping grades vi, 8 and 10.

Advancement betwixt steps within the same grade [edit]

Permanent employees below step 10 in their grade commonly earn step increases afterward serving a prescribed period of service in at to the lowest degree a satisfactory mode. The normal progression is 52 weeks (ane year) between steps 1–2, ii–three, and three–4, and so 104 weeks (two years) betwixt steps 4–five, 5–half dozen, and vi–7, and finally 156 weeks (three years) between steps vii–8, 8–nine, and 9–ten.^[2] However, an employee can be rewarded for outstanding work functioning via a "quality step increase" ("QSI"), which advances the employee i pace within grade regardless of fourth dimension at the previous step.^[3] (When a QSI is awarded, the appointment of the QSI becomes the starting appointment for the next stride increase, which (if future pace increases are awarded on the normal progression) will shorten the overall time for an employee to achieve the final step inside a grade.)

Advancement between grades [edit]

Depending on the bureau and the work description, a GS position may provide for advancement within a "career ladder," meaning that an employee performing satisfactorily will advance betwixt GS grades, normally on an annual basis, until he(she) has reached the top GS grade for that job (which represents total operation). Advocacy across the superlative grade (to either a specialized technical position or to a managerial position) would be field of study to competitive pick.

Not all positions, withal, provide for such a "career ladder," thus requiring employees who seek advancement to consider other career paths, either within their agency or outside it.

An example is the "career ladder" for auditors inside the Defence Contract Audit Agency (DCAA). The traditional "entry level" grade within DCAA is the GS-7 level (some employees come in either at the lower GS-v level or higher GS-9 or GS-xi levels) and the "career ladder" is GS-vii to GS-9 to GS-11 and finally to GS-12, with the employee expected to advance between grades afterwards one year and to achieve the GS-12 level later on three years. Beyond the GS-12 level, advancements to the higher levels (GS-thirteen, GS-14, and GS-15, about of which are managerial positions) are based on competitive selections.

Furthermore, if an employee is promoted to a grade which is not office of the career ladder (such as a promotion to a supervisory position), the employee's salary is set at the step within the college grade nearest the employee'due south electric current salary (but never beneath the current salary), plus boosted steps to reward the employee for the promotion and to business relationship for the increased responsibilities that continue with the new position. As an example (and not including locality adjustments), an employee at GS-12 Pace ten (base salary $88,792) being promoted to a GS-13 position would initially take his/her salary set at GS-13 Step iv (base salary $89,337, as it is the nearest salary to GS-12 Footstep 10 but not lower than it), then have his/her salary adapted to a higher step (such as GS-13 Step 6, having a base of operations salary of $94,751).

Salary calculation [edit]

Salaries nether the GS have two components: a base of operations bacon and a "locality pay adjustment".

Base of operations salary [edit]

The base salary is based on a tabular array compiled past Office of Personnel Management (the 2022 table is shown below),^[4] and is used equally the baseline for the locality pay adjustment. The increases between steps for Grades GS-ane and GS-ii varies between the steps; for Grades GS-3 through GS-xv the increases between the steps are the aforementioned within the grade, but increase equally the course increases. The table is revised effective Jan of each year to reverberate the basic cost of living adjustment (known every bit the General Schedule Increase).

2022 Full general Schedule Basic Pay

v

t

eastward
Grade	Step 1	Step 2	Step 3	Step 4	Step five	Step vi	Step vii	Step viii	Step 9	Footstep x
i	$20,172	$20,849	$21,519	$22,187	$22,857	$23,249	$23,913	$24,581	$24,608	$25,234
2	$22,682	$23,222	$23,973	$24,608	$24,886	$25,618	$26,350	$27,082	$27,814	$28,546
3	$24,749	$25,574	$26,399	$27,224	$28,049	$28,874	$29,699	$thirty,524	$31,349	$32,174
4	$27,782	$28,708	$29,634	$30,560	$31,486	$32,412	$33,338	$34,264	$35,190	$36,116
v	$31,083	$32,119	$33,155	$34,191	$35,227	$36,263	$37,299	$38,335	$39,371	$xl,407
6	$34,649	$35,804	$36,959	$38,114	$39,269	$forty,424	$41,579	$42,734	$43,889	$45,044
7	$38,503	$39,786	$41,069	$42,352	$43,635	$44,918	$46,201	$47,484	$48,767	$50,050
8	$42,641	$44,062	$45,483	$46,904	$48,325	$49,746	$51,167	$52,588	$54,009	$55,430
9	$47,097	$48,667	$50,237	$51,807	$53,377	$54,947	$56,517	$58,087	$59,657	$61,227
10	$51,864	$53,593	$55,322	$57,051	$58,780	$60,509	$62,238	$63,967	$65,696	$67,425
11	$56,983	$58,882	$60,781	$62,680	$64,579	$66,478	$68,377	$70,276	$72,175	$74,074
12	$68,299	$lxx,576	$72,853	$75,130	$77,407	$79,684	$81,961	$84,238	$86,515	$88,792
13	$81,216	$83,923	$86,630	$89,337	$92,044	$94,751	$97,458	$100,165	$102,872	$105,579
14	$95,973	$99,172	$102,371	$105,570	$108,769	$111,968	$115,167	$118,366	$121,565	$124,764
15	$112,890	$116,653	$120,416	$124,179	$127,942	$131,705	$135,468	$139,231	$142,994	$146,757

Some positions have their own unique GS scales. I notable example being patent examiner positions who tin receive a supplement of more than 50% from the standard GS scale. Under the laws governing special GS scales, employees whose positions are covered by those scales earn either the special scale salary, or the standard GS scale bacon plus a locality aligning (come across beneath), whichever is college.^[v]

Locality aligning [edit]

The second component of the GS salary, the locality pay adjustment, was introduced in 1994 as part of the Federal Employees Pay Comparability Act of 1990 (FEPCA). Prior to FEPCA, all GS employees received the aforementioned bacon regardless of location, which failed to reflect both the disparity between public sector and private sector pay as well as differences in toll of living in major metropolitan areas. As noted earlier, an employee in a position with a special GS scale does not receive a locality aligning unless the pay under the special calibration is lower than using the locality pay adjustment.

Under FEPCA, specified metropolitan areas, plus Alaska and Hawaii, are designated to receive pay adjustments in backlog of the general adjustment provided to the "Rest of U.S.". Salary adjustments in other U.S. Territories and for overseas employees are carve up from this adjustment. As of 2020^[update], 52 areas, plus the unabridged states of Alaska and Hawaii, have been designated to receive this excess aligning.^{[half dozen]}

2022 Major metropolitan areas and their designated percentage adjustments
Expanse	Adjustment	Area	Adjustment	Area	Aligning	Expanse	Adjustment	Surface area	Adjustment	Area	Adjustment
Alaska	30.42%	Charlotte	18.06%	Dayton	xix.93%	Indianapolis	17.26%	Omaha	16.93%	San Antonio	17.39%
Albany	18.68%	Chicago	29.18%	Denver	28.10%	Kansas City	17.67%	Palm Bay	17.01%	San Diego	xxx.87%
Albuquerque	17.14%	Cincinnati	xx.94%	Des Moines	xvi.52%	Laredo	nineteen.85%	Philadelphia	26.95%	San Jose	42.74%
Atlanta	22.63%	Cleveland	21.25%	Detroit	27.86%	Las Vegas	18.25%	Phoenix	20.84%	Seattle	28.28%
Austin	18.80%	Colorado Springs	18.42%	Harrisburg	17.90%	Los Angeles	33.61%	Pittsburgh	19.90%	St. Louis	18.35%
Birmingham	16.81%	Columbus	20.69%	Hartford	30.xx%	Miami	23.80%	Portland	24.34%	Tucson	17.77%
Boston	30.09%	Corpus Christi	sixteen.82%	Hawaii	20.xl%	Milwaukee	21.32%	Raleigh	20.94%	Norfolk-Virginia Beach	17.18%
Buffalo	twenty.78%	Dallas-Ft. Worth	25.68%	Houston	33.96%	Minneapolis-St. Paul	25.49%	Richmond	20.64%	Washington, D.C.	31.53%
Burlington	17.62%	Davenport	17.58%	Huntsville	20.45%	New York Metropolis	35.06%	Sacramento	27.30%	"Residuum of U.S."	xvi.20%

The total pay with locality is calculated as follows (the consequence of both equations is the same):

{\text{Total pay}}={\text{Locality}}\%\cdot ({\text{Base pay}})+{\text{Base pay}}

{\text{Total pay}}={\text{Base pay}}\times (1+{\text{Locality}}\%)

FEPCA places a cap on the total salary of highly paid employees (mainly those at the college GS-15 Class steps) – the total base pay plus locality adjustment cannot exceed the salary for employees under Level Four of the Executive Schedule.

The locality pay adjustment is counted as part of the "high-three" bacon in calculating Federal Employees Retirement Organization (FERS) and Civil Service Retirement System (CSRS) annuities, as well as the baseline for individuals having a pct of salary deducted for deposit into the Thrift Savings Plan.

Personnel outside the United States [edit]

Personnel based exterior the Usa (e.g. U.Due south. territories, foreign overseas areas) receive a lower locality aligning (4.76% for 2010). However, they may also receive sure non-taxable allowances such as cost-of-living allowances, post allowances and housing allowances in accordance with other laws, such equally the Foreign Service Act. Federal civilian workers based in CONUS do non usually receive housing allowances or government-furnished housing. Too, some noncombatant personnel stationed overseas exercise not receive housing allowances; this may include military dependents working in federal civilian positions overseas, military machine members that left the service while overseas and were hired into an overseas position, and U.S. citizens hired into overseas positions while traveling abroad.

In dissimilarity, the revenue enhancement-free allowances paid during overseas assignments (specially the housing allowances) are generally considered to be an incentive to serve overseas, as they tin can be quite generous. While this situation may exist advantageous to some personnel during their consignment overseas, these tax-free allowances are not considered to be part of one'south salary, therefore they are not counted when computing a civil service annuity at retirement. CONUS locality adjustments, however, are counted when computing annuities.

Employees stationed in Alaska and Hawaii were formerly considered OCONUS and received a toll of living adjustment, only are being phased into the domestic locality pay system.

Note:"Employees of the U.S. Regime are not entitled to the foreign earned income exclusion or the foreign housing exclusion/deduction under section 911 because 'foreign earned income' does not include amounts paid by the U.S. Government as an employee. Just meet Other Employment, later"^[7]

Comparing between civilian and military machine rank equivalents [edit]

Usa Government Employees Pay Comparing

Protocol Precedence Lists for civilian and military machine personnel have been developed by each of the Section of Defence force organizations to found the order of government, armed forces, and borough leaders for diplomatic, ceremonial, and social events. Protocol is a lawmaking of established guidelines on proper etiquette. Precedence is defined equally priority in place, time, or rank. In the government, armed services and diplomatic corps, precedence among individuals' positions plays a substantial role. Equivalency between civilian pay grades and armed forces rank is only for protocol purposes and informally for delegated supervisory responsibilities. While the authority of military rank extends across services and within each service, the aforementioned does not exist for civilian employees and therefore, in that location is no equivalency of command or supervisory potency between civilian and armed forces personnel external to the local organization. The "Section of the Army Protocol Precedence List" is developed past the Army Protocol Directorate. Another form of the Army "Precedence Listing" can exist found in Appendix D of DA PAM 600-60: A Guide to Protocol and Etiquette for Official Entertainment. The Section of the Navy "Noncombatant and Military Pay Grades" listing tin be establish in Addendum D of OPNAVINST 1710.7A: Social Usage and Protocol. The Department of the Air Strength "Military and Noncombatant Rank Equivalents" tin be constitute in Zipper x of AFI 34-1201. Consolidated DOD lists have been compiled by JMAR.^[8]

Geneva Convention category	Military	GS
Five: General officeholder	O-7 through O-10	Senior executive service
Iv: Field grade officeholder	O-6 O-five O-iv	GS-xv GS-14 GS-thirteen
Three: Company course officer	O-3 O-two O-one	GS-x/GS-11 GS-8/GS-nine GS-7
II: Not-commissioned officeholder (NCO)	Due east-8/E-nine E-5/E-6/East-vii	WS/GS-6 WL/WS/GS-half-dozen through GS-5
I: Enlisted	East-1 through East-4	WG/WL/ GS-ane through GS-4

The comparison of GS and military ranks with respect to financial accounting has different rules than those treating protocol. According to DoD 7000.14-R Financial Management Regulation Volume 11A, Affiliate 6 Appendix B (January 2011):^[9]

Geneva Convention category	GS/SES	War machine
V: General officer	ES Level III ES Level IV ES Level V	O-9 O-8 O-vii
Four: Field class officer	GS-15 GS-14 GS-xiii	O-half dozen O-five O-4
III: Warrant officer/company grade officeholder	GS-ten-12 GS-nine GS-8 GS-07	O-3, WO-five/WO-4 O-two, WO-iii O-1, WO-2/WO-one
Ii: Non-commissioned officeholder/senior non-commissioned officer	GS-06 GS-06 GS-06 GS-05	Eastward-9 E-eight East-7 Due east-half dozen/E-5
I: Enlisted	GS-04 GS-03 GS-02 GS-01	E-4 E-3 E-2 Due east-1

Pay for functioning [edit]

In contempo years, at that place have been several attempts to eliminate the GS and supplant it with various pay systems emphasizing "pay for functioning" (i.e., a system in which pay increases are awarded based more on merit and work functioning and less on seniority and length of service). The pay construction which enables this is typically known as pay banding. The all-time known efforts in this expanse are the pay systems created for the Departments of Homeland Security and Defense (the National Security Personnel System)^[10] in 2002 and 2003, respectively. These efforts were challenged by federal labor unions and other employee groups.^{[ citation needed ]} Many supervisory and not-bargaining-unit employees, notwithstanding, were converted from their GS positions into equitable NSPS positions. Every bit part of his fiscal 2007 and 2008 upkeep proposals, President George W. Bush proposed the eventual emptying of the GS to be replaced by a pay-for-performance concept throughout the Executive Co-operative of the government. The Office of Management and Budget prepared draft legislation, known as the "Working for America Act",^[11] but as of January 2008^[update] ^{[ needs update ]} Congress has not implemented the proposal. President Barack Obama signed the legislation repealing the NSPS organisation on October 29, 2009. Nether the terms of the 2010 Defence force Authorization Act, Public Law 111-84, all employees under NSPS must be converted back to their previous pay system not later than January 1, 2012. The law likewise mandates that no employees lose pay as a effect of this conversion.^[12] In order to ensure this, a set of conversion rules has been developed. In almost cases, if an employee's current NSPS salary falls between two step levels of the GS grade to which their position is classified, their bacon will be increased to the higher step. Employees whose bacon was increased beyond the GS step 10 amount while under NSPS will be placed on retained pay, meaning they volition receive fifty% of the annual toll of living increase until the GS table catches up to the level of salary they are earning.^[xiii]

List of other pay scale terms [edit]

Advertizing: Administratively Determined
DB: Demonstration Army Engineers and Scientists External Link
DE: Demonstration Army Technical and Business Support External Link
DJ: Demonstration Army Administrative External Link
DK: Demonstration Army General Support External Link
DN: Defense Nuclear Facilities Safety Board External Link
DO: Sit-in Air Strength Business Direction and Professional External Link
DP: Scientific and Engineering (S&Due east) External Link (page x)
DR: Demonstration Air Strength Scientist and Engineer External Link
DS: Technical Specialist External Link (page 10)
DU: Demonstration Air Force Mission Support External Link
DX: Demonstration Air Forcefulness Technician External Link
ES: executive schedule
FO, FP, FS: Strange Service (Department of State, USAID, Commerce, Agriculture)
FR: Federal Reserve System External Link
FV: Federal Aviation Assistants^[fourteen]
GG: General schedule, excepted service (except patent examiners)
GM, GL, GP, GR: e.g., encounter General Schedule Supervisory Guide and U.Due south. Personnel Direction – Pay & Exit
HS: House Employee Schedule, governs salaries of employees of the United states of america House of Representatives and is maintained past the Committee on House Assistants.^[15]
HWS: Business firm Wage Schedule, similar to the House Employee Schedule but applies to sure House employees non employed past Member offices.^[15]
IA: Defense Noncombatant Intelligence Personnel System (DCIPS)—used by the Navy and others External link
IC: Incident Control – FEMA Exempted Service Intermittent Disaster Staff (FEMA Reservist)
Information technology: Incident Teams – FEMA Exempted Service Incident Management Staff (FEMA CORE) Pay Band I–V
JS: Judiciary Salary – U.S. Courts
NF: Not-Appropriated Fund
NH, NJ, NK: AcqDemo (DOD Civilian Acquisition Workforce Personnel Demonstration Project ^[xvi]
NY: Corporation for National and Community Service^[17]
SK: U.s. Securities and Exchange Commission pay scale
SV: Department of Homeland Security excepted service (i.east., Transportation Security Administration)
VN: Federal medical careers
WG: Wage grade
WM: Wage Mariner. Operates authorities owned, government operated (GOGO) ships for National Oceanic and Atmospheric Assistants (NOAA) and Military Sealift Command (MSC) among other agencies.
Y (National Security Personnel Organisation): Formerly used for Department of Defense (DoD) ceremonious service jobs (approx. 2006–2012)^[18] At that place are 4 Career Groups: (1) Standard: YA, YB, YC, YP, (2) Scientific and Technology: YD, YE, YF, (3) Medical: YG, YH, YI, YJ, (4) Investigative and Protective Services: YK, YL, YM, YN (NSPS was repealed in 2009; meet National Security Personnel System for more info)
Z: National Constitute of Standards and Technology'south Alternative Personnel Management System (APMS)^[19]

References [edit]

^ "Alternative PAY SCHEDULES", http://gogovernment.org/
^ "General SCHEDULE Inside-GRADE INCREASES". Office of Personnel Management.
^ "QUESTIONS AND ANSWERS ON GENERAL SCHEDULE WITHIN-Class INCREASES". Office of Personnel Direction.
^ "Salary Table 2022-GS" (PDF). U.S. Office of Personnel Direction. Retrieved January 1, 2022.
^ "Special Rate Table Number 0576". U.Southward. Office of Personnel Management. Jan i, 2017. Retrieved March 26, 2017.
^ "Locality Pay Area Definitions". 2020. Retrieved February 12, 2020.
^ "Publication 516 (11/2018), U.South. Government Noncombatant Employees Stationed Abroad | Internal Acquirement Service". www.irs.gov.
^ "Precedence Codes". Jmarprotocol.com. Retrieved 2014-05-08 .
^ "DoD WORKING Uppercase FUNDS CIVILIAN/Military EQUIVALENCY Charge per unit" (PDF). comptroller.defense force.gov. Retrieved 2016-05-29 .
^ "National Security Personnel Organisation". Office of the Secretarial assistant of Defence force. Archived from the original on 2007-04-06.
^ "Archived copy" (PDF). Archived from the original (PDF) on 2012-11-07. Retrieved 2014-07-21 . {{cite web}}: CS1 maint: archived copy as title (link)
^ http://frwebgate.admission.gpo.gov/cgi-bin/getdoc.cgi?dbname=111_cong_public_laws&docid=f:publ084.111.pdf^{[ bare URL PDF ]}
^ "National Security Personnel System – Frequently Asked Questions". www.dcpas.osd.mil. Archived from the original on January 24, 2010.
^ "Jobs". Federal Aviation Administration. 2014-02-24. Retrieved 2014-05-08 .
^ ^a ^b "[USC02] 2 USC 293: Compensation schedules". uscode.house.gov.
^ "Almost AcqDemo". Office of the Under Secretary of Defense force for Acquisition and Sustainment (A&S). 2019-02-21. Retrieved 2019-03-31 .
^ "Home | AmeriCorps". americorps.gov.
^ "Archived copy". Archived from the original on 2007-04-10. Retrieved 2007-04-11 . {{cite spider web}}: CS1 maint: archived copy equally title (link)
^ [ane] Archived February ii, 2009, at the Wayback Auto

Ground forces Regulation 570-4, p. 39–xl.

External links [edit]

Official website at the Usa Office of Personnel Management website
General Schedule pay tables at the United States Office of Personnel Management website
General Schedule Qualifications contains information on how full general schedule grade levels intersect with qualifying education levels.
2010 Schedule from Federal jobsite contains information on how general schedule grade levels are increased based on locality pay percentage.