UNITED STATES MARINE CORPS
MARINE CORPS COMMUNITY SERVICES
MARINE AIR GROUND TASK FORCE TRAINING COMMAND
MARINE CORPS AIR GROUND COMBAT CENTER
BOX 788150
TWENTYNINE PALMS, CALIFORNIA 92278-8100
MCCSINST 12530.1
5
MARINE CORPS COMMUNITY SERVICES INSTRUCTION 12530.1
From:
To:
Director, Marine Corps Community Services
Distribution List
Subj:
NAF PAY POLICY
Ref:
(a) MCO P12000.11A
(b) Operating Manual for Federal Wage System Non-Appropriated Fund
(c) Negotiated Agreement
Encl:
(1) Pay Policy Chart
1. Purpose. To publish policy and procedures for payment of wages and other
compensation to Marine Corps Community Services Non-Appropriated Fund (NAF)
employees in accordance with references (a), (b) and (c).
2. Scope. This instruction is for the use of managers and supervisors of
Marine Corps Community Services (MCCS) Non-appropriated Fund (NAF) employees.
Guidance for Billeting managers and supervisors will be covered under
separate Standard Operating Procedures (SOP) guidance and CCO 12430.6A as
appropriate.
3. Information. Pay setting for Pay Band (NF), Crafts & Trades (CT) and
Child Caregiver (CC) employees will be in compliance with the Marine Corps
NAF Personnel Policy Manual, the Operating Manual for Federal Wage System
Nonappropriated Fund and the Negotiated Agreement, references (a), (b) and
(c) respectively. It is management’s responsibility to ensure that all NAF
employees are properly compensated. The Pay Policy Chart, enclosure (1),
provides a breakdown of the various pay setting situations by employment
category. The Pay Policy can be used as a quick reference for the various
pay situations discussed in paragraph 4 below.
4. Action. The following procedures will be adhered to for wage payment and
other compensation.
a. All compensation, except commission and piece rate, shall be paid in
accordance with salary and wage schedules issued by the Wage Setting Division
(WSD), Department of Defense (DoD) Civilian Personnel Management Service.
b. Compensation for commission and piece rate employees will be
administered in accordance with Appendix V, Operating Manual for
Nonappropriated Fund (NAF) Federal Wage System (FWS) issued by the Office of
Personnel Management (OPM).
c. Officially authenticated time cards are required before any payment
may be made for pay purposes. The employee’s signature verifies that the
information on the time card is correct. The management official’s signature
verifies that the employee is entitled to compensation for the information
provided on the time card. It is the responsibility of the management
official to ensure the information on the time card is accurate.
1
MCCSINST 12530.1
d. All adjustments to pay for all employees will be effective on the
first day of the pay period on or after the date the action is approved by
the authorizing management official. When an employee becomes eligible for
two or more pay actions at the same time, the actions shall be processed in
the order that shall benefit the employee the most.
e.
Pay Administration for Pay Band (NF) Employees
(1) New Appointments. A newly hired employee may be paid any rate
within the minimum and maximum amount of the pay band for the position. The
pay rate cannot fall outside of the band.
(2) Pay Increase
(a) An employee will be limited to one pay increase annually,
unless promoted to a higher graded position more than once in one year. This
increase can be for performance, increased duties and/or responsibilities
within the same position, promotion or position change. The one-year
anniversary date will coincide with the date of the pay increase.
(b) An employee may be granted a pay increase within a band, with
or without a position change.
(c) A promotion occurs when an employee is moved to a higher
band. A promotion requires a minimum pay increase of five (5) percent, or an
increase to the minimum rate of the higher band, whichever is greater in
accordance with reference (a).
(d) An employee whose position has been reclassified to a higher
band will be required to receive a minimum pay increase of five (5) percent,
or an increase to the minimum rate of the higher band, whichever is greater
in accordance with reference (a).
(e) An employee who is temporarily promoted to a higher band will
be required to receive a minimum pay increase of five (5) percent, or an
increase to the minimum rate of the higher band, whichever is greater in
accordance with reference (a). The employee will return to their base salary
rate at the end of the temporary promotion.
(3) Pay Decrease
(a) An employee’s pay may be decreased within the band for the
following reasons: business-based action, performance-based action, or
disciplinary action; classification error; and employee requested job
reassignment.
(b) An employee’s pay may be decreased if they apply for and
accept a lower pay band position or lower-grade Craft & Trades position.
employee may have their pay decreased if they request a voluntary
reassignment to a lower pay band position or lower-grade Craft & Trades
position.
The
(c) When an employee is moved to a lower band involuntarily, it
is a demotion.
(d) The detail of an employee to a position within the same pay
band or to a lower pay band is not a basis for a pay decrease. The employee
will retain their current rate of pay while on the detail assignment.
2
MCCSINST 12530.1
(4) Annual Across-the-Board Adjustments. These adjustments are not
required, but may be granted at the discretion of the MCCS Director. When
the minimum of the band is raised, employees at the bottom of the band, who
are rated at least satisfactory or equivalent, must be given the pay increase
to keep their rate of pay within the pay range of the band. The rate of pay
for employees at or near the top of a band may not exceed the maximum rate of
the band.
(5) Employees in a less than Satisfactory or Equivalent Status.
Employees who are less than satisfactory or equivalent are not eligible for
pay increases. This means that in some cases the employee’s pay may fall
below the minimum rate of the band.
(6) Overtime and Compensatory Time. The Fair Labor Standards Act
provides procedures for the paying of overtime and compensatory time to nonexempt and exempt employees.
(a) Overtime will be paid to employees in pay bands NF-1, NF-2,
and non-exempt NF-3 employees for actual hours worked in excess of 40 hours
in a workweek, not to include holiday or leave time. Work must be approved,
in writing, in advance.
Exempt employees in pay bands NF-3, NF-4 and NF-5
are not authorized overtime.
(b) Exempt employees in pay bands NF-3, NF-4 and NF-5 are
eligible for compensatory time. NF-1, NF-2 and non-exempt NF-3 employees may
request compensatory time in lieu of overtime payment. Only the employee can
make this request. Compensatory time is granted for actual hours worked in
excess of 40 hours in a workweek, not to include holiday or leave time. Work
must be approved, in writing, in advance. No employee will be permitted to
accumulate more than 40 hours of compensatory time without the written
approval of the MCCS Director.
(c) Compensatory time must be used within 60 days of the time it
was worked. Up to an additional 120 days may be authorized with the written
approval of the MCCS Director. The compensatory time will be paid to the
employee at a rate of 1 1/2 times basic pay rate if not used within 180 days.
(7) Night-Shift Differential. Night shift differential will be paid
to employees in pay bands NF-1 through NF-4. Night differential will be paid
at 10 percent of the employee’s base pay for regularly scheduled night work
performed between the hours of 1800 and 0600. Night shift differential must
be annotated on the timecard in order to get paid. NF-5 employees are not
authorized night differential.
(8) Pay for Holidays
(a) Pay for holidays on which employees are excused from work
will apply to all pay bands.
1. A regular full-time, regular part-time, or regularly
scheduled flexible employee who has been employed for at least 90 days, is
entitled to the basic rate of pay for regularly scheduled non-overtime hours
as if he/she had worked.
2. A flexible employee without a regular schedule (on-call)
is not entitled to holiday pay.
3
MCCSINST 12530.1
(b) Pay for work performed on a holiday.
1. An employee in pay bands NF-1 through NF-5 and whose
employment category is regular full-time, regular part-time, or regularly
scheduled flexible employee who has been employed for at least 90 days, is
entitled to the basic rate of pay plus premium pay at a rate equal to his/her
rate of basic pay for the regularly scheduled non-overtime hours.
2. A flexible employee without a regular schedule (on-call)
is entitled to the basic rate of pay only.
(c) To be eligible for holiday pay, an employee must be in a pay
status immediately before or immediately after the holiday.
(9) Sunday Premium
(a) Only regular full-time employees will be paid Sunday premium
pay. For purposes of entitlement to Sunday pay, a regular full-time employee
is defined as one who has a basic workweek of a minimum of 40 hours.
(b) Sunday premium pay will be paid at the rate of 25 percent of
the basic rate for all hours of the non-overtime tour of duty, when any part
of the regularly scheduled tour is performed on Sunday. The maximum payment
will not exceed eight hours per Sunday.
(c) Sunday premium pay is in addition to premium pay for holiday
work, overtime pay, or night shift differential and is not included in the
rate of basic pay used to compute the pay for holiday, overtime pay, or night
shift differential.
(10) Performance Based Increase
(a) A performance award, in the form of a salary increase or cash
bonus, is a monetary recognition by management
of an employee’s above average work performance. Performance awards are
presented at the discretion of management. Salary increases approved by the
MCCS Director will be limited to the time of the annual performance appraisal
or performance plan.
(b) The amount of the salary increase will be based on the final
overall rating of record for the performance appraisal or performance plan.
(c) A cash bonus may be awarded in connection with or in lieu of
a salary increase based on the final overall rating of record for the
performance appraisal or performance plan.
(d) The combination of salary increase and/or cash
bonus are limited as follows:
Up to 5% - For ratings of Outstanding or Highly Competent
Up to 4% - For ratings of Excellent or Competent
(e) No performance awards will be given for a special performance
appraisal or mid-year progress review.
4
MCCSINST 12530.1
(f) Salary increases will be effective on the first day of the
pay period after the pay increase has been approved. Processing of cash
bonuses will be provided as soon as possible upon receipt of the approved
performance award form by the Personnel Office.
(g) Performance awards and expenses for the recognition of
employees shall be paid from existing division budgets established for this
purpose. It is the responsibility of each Division Head to ensure that
adequate funding is available for performance awards.
(h) Cash bonuses for any reason are limited to a maximum of
$7,500 per individual per year as stipulated by reference (a).
(i) Management must address the issue of “pay adjustment” at
least once a year during the annual performance appraisal cycle. The
decision to withhold a pay adjustment or cash bonus is not a grievable matter
in accordance with references (a) and (c).
g.
Pay Administration for Crafts and Trades (CT) Employees
(1) New Appointments. Newly hired employees will be appointed to the
minimum step of the grade. A newly hired employee may be appointed to a
higher step in the appropriate grade in recognition of special
qualifications, e.g., skills and experience of an exceptional or highly
specialized nature pertinent to the position. Each case of hiring above the
minimum rate shall be documented fully in the employee’s Official Personnel
Folder (OPF) as required by reference (a).
(2) Position Change
(a) When an employee is re-employed, transferred, reassigned, or
changed to a lower grade, the employee may be paid at any step of the new
grade that does not exceed the employee’s highest previous rate. If the
highest previous rate falls between two steps of the grade, the higher rate
may be paid.
(b) The highest previous rate for CT employees is based on a
regular tour of duty at that rate. An employee has no vested right upon
reemployment to receive the highest previous rate of pay; as such the
employee will start at the appropriate beginning grade step rate of the
position.
(c) When an employee voluntarily changes from a CT position to a
NF position that has a minimum pay level lower than the employee’s CT
position, the new supervisor may pay the employee less than the CT rate the
employee is currently receiving.
(3) Promotion
(a) When promoted, an employee is entitled to be paid at the
lowest step of the new grade that exceeds his/her existing scheduled rate of
pay by at least four (4) percent.
(b) If there is no rate of pay in the grade to which promoted
that exceeds the employee’s existing scheduled rate of pay by at least four
(4) percent, the employee shall be paid either the maximum scheduled rate of
the new grade or his/her existing scheduled rate of pay, if that rate is
higher.
5
MCCSINST 12530.1
An example: An employee who is currently an NA-6 Step-5 ($12.93 per
hr) applies for and accepts an NS-2 supervisor position. The pay for an NS-2
Step-5 position is $12.29 per hr. Therefore the employee’s existing pay is
higher then the maximum pay of the new position and the employee is entitled
to continue receiving the pay of the NA-6 Step-5 position.
(c) When an employee is promoted from a CT position to a NF
position with a higher minimum level pay band than the employee’s existing
scheduled rate of pay, the employee will receive the minimum of the pay band
or 5% increase in existing rate of pay, whichever is higher.
(4) Overtime Pay. All CT employees are entitled to overtime pay for
actual hours worked in excess of 8 hours in a day or in excess of 40 hours in
an administrative workweek, whichever is the greater. The overtime performed
will be paid at a rate of one and one-half times the employee’s basic pay
rate.
(5) Minimum (Callback) Overtime Pay. A minimum of two (2) hours will
be given for the purpose of overtime pay for irregular or occasional overtime
work performed by an employee, as requested by the supervisor, on a day when
work was not scheduled for the employee, or for which the employee is
required, by the supervisor, to return to his/her place of duty, whether or
not work is performed. When an employee voluntarily requests to leave before
the work is completed, the employee will be paid only for the actual hours
worked.
(6) Compensatory Time. An employee may request compensatory time off
instead of overtime pay for an equal amount of time spent in overtime work.
Mandatory compensatory time off is prohibited.
(7) Night-shift Differential
(a) An employee is entitled to his/her scheduled pay rate plus a
differential of seven and one-half (7 1/2) percent of basic pay for regularly
scheduled non-overtime work when a majority of the work hours occur between
1500 and 2400; or ten (10) percent of basic pay if the majority of work hours
occur between 2300 and 0800. The night-shift differential is paid for the
entire shift when the majority of hours fall within the specified periods.
Majority of hours means a number of whole hours greater than one-half
(including meal breaks).
(b) Night-shift differential is included in basic pay for
employees and used as the basis for computing overtime pay, Sunday pay, and
holiday pay.
(c) An employee regularly assigned to and receiving night-shift
differential, is entitled to the night-shift differential for periods of
excused absence on a holiday or while in official travel status during hours
of his/her regular night-shift.
(8) Holiday Pay.
Paid to an employee having a regular tour of duty
when:
(a) Excused from Work. An employee is entitled to the same rate
of pay for the excused day, to include any applicable night differential, as
if he/she had worked on the holiday.
6
MCCSINST 12530.1
(b) Work on a Holiday. An employee is entitled to be paid
his/her rate of basic pay plus premium pay at a rate equal to the rate of
basic pay when required to work on a holiday. To be eligible for holiday
pay, an employee must be in a pay status immediately before or immediately
after the holiday.
(c) Overtime Pay for Holiday Work. An employee shall be paid for
overtime work performed on a holiday at the same rate as for overtime on
other workdays.
(d) Minimum (Callback) Holiday Pay. An
report for work on a holiday shall be paid at least
whether or not work is actually performed. When an
requests to leave before the work is completed, the
only for the actual hours worked.
employee required to
two hours of holiday pay
employee voluntarily
employee will be paid
(9) Sunday Premium Pay. Paid to full-time employees with a scheduled
basic workweek of 40 hours, when:
(a) An employee’s regular work schedule includes an eight (8)
hour period of work, a part of which is on Sunday, is entitled to additional
pay at the rate of 25 percent of his/her hourly rate of basic pay for each
hour of work performed during that eight hour period of work. An employee
who works more than eight hours in a single tour of duty on a Sunday does not
receive the Sunday premium for hours in excess of eight hours.
(b) Premium pay for Sunday work is in addition to premium pay for
holiday work, overtime pay, and night shift differential and is not included
in the rate of basic pay used to compute the pay for holiday, overtime and
night work.
(c) When an employee has two separate tours of duty on Sunday
(i.e., one tour that begins on Saturday and ends on Sunday and another tour
that begins on Sunday and ends on Monday) he/she is entitled to premium pay
for Sunday work not to exceed eight hours for each tour of duty combined.
(10) Within-Grade Increases
(a) Waiting Periods for regular full-time, part-time and flexible
employees with a prearranged regularly schedule tour of duty. The waiting
periods for advancement to the second, third, fourth and fifth steps in all
grades are:
1.
Step 2:
26 calendar weeks of creditable service in step 1.
2.
Step 3:
78 calendar weeks of creditable service in step 2.
3.
Steps 4 and 5:
104 weeks of creditable service in each of
steps 3 and 4.
(b) Creditable Service. Continuous civilian employment is
creditable service in the computation of a waiting period. Service credit is
given during periods of annual, sick, and other leave with pay, and service
under a temporary appointment.
7
MCCSINST 12530.1
h.
Child Caregivers (CC) Pay System
(1) Pay Setting
(a) The Child Caregiver pay system has two (2) pay bands, CC-I
and CC-II. The CC-I pay band is the developmental band and consists of the
entry level (GSE-2) and intermediate level (GSE-3) standardized positions.
The full performance level (GSE-4), Leader (GSE-5), and Technician (GSE-5)
are contained in the CC-II pay band.
(b) A separate pay schedule for child caregivers is published
annually by MCCS Headquarters to reflect the salary increases authorized to
General Schedule (GS) employees.
Pay band CC-I has a minimum rate that is
equal to the rate of GS-2, step 1, and a maximum rate equal to GS-3, step 10.
Pay band CC-II has a minimum rate equal to GS-4, step 1, and a maximum rate
equal to GS-5, step 10.
(c) A newly hired employee may be paid any rate within the
minimum and maximum amount of the pay band for the position. The pay rate
cannot fall outside of the band.
(d) Pay increases are mandatory only as necessary to prevent an
employee’s pay from falling below the minimum rate of the band. There are no
step increases within the pay bands.
(2) Pay Adjustment (position change)
(a) When an employee at the entry level (GSE-2) has met the
requirements for the intermediate level (GSE-3), the action to move the
employee into the new level within the same band will be accomplished on a
non-competitive basis. The same action will be taken for an employee moving
from the full performance level (GSE-4) to the leader or technician level
(GSE-5). In effecting such actions, employees must be given a six (6)
percent minimum pay increase.
(b) When an employee moves from the CC-I pay band as a GSE-3 to a
GSE-4 position in pay band CC-II, the employee shall be given a rate equal to
the minimum rate of the new pay band or a six (6) percent increase, whichever
is higher.
(3) Management must address the issue of “pay adjustment” at least
once a year during the annual performance appraisal cycle. The decision to
withhold a pay adjustment or a cash bonus is not a grievable matter in
accordance with references (a) and (c).
(4) When a DON CC employee leaves for another DON CC position, the
following rules shall apply:
(a) Promotion.
afforded the employee.
(b) Transfer.
An increase of at least six (6) percent shall be
Is at the same GSE level as the previous position.
(c) Change to Lower Grade. When an employee accepts a voluntary
change to a lower grade (e.g., a GSE-4 employee accepts a GSE-3 position)
his/her pay shall be set in accordance with the highest previous rate rule.
8
MCCSINST 12530.1
(5) When a child-care employee terminates and is hired into a nonchild care position, the following rules shall apply:
(a) Promotion. The pay setting policies of the pay system to
which promoted shall apply. A minimum of five (5) percent will be applicable
for promotion to a NF position.
(b) Same or Lower Grade.
5.
Effective Date.
Highest previous rate rules will apply.
This instruction is effective upon receipt.
DAISY M. DEDEAUX
Distribution: A
9
MCCSINST 12530.1
MCCS 29 PALMS PAY POLICY
PAY BAND (NF) EMPLOYEES
Issue Date:
PAY OPTIONS
FULL-TIME
PART-TIME
FLEXIBLE
APPROVAL
Employment:
New Hires
Minimum of pay band
or amount approved on
Vacancy Request by
MCCS Director.
Cannot fall outside of
pay band.
Same as Full-Time.
Same as Full-Time.
Division Head. For
deviation – MCCS
Director approval.
Reemployment
Same as Above.
Same as Full-Time.
Same as Full-Time.
Division Head. For
deviation – MCCS
Director approval.
Promotion or
Reclassification
(Lower Pay Band to
Higher Pay Band)
Min 5% increase above
current rate or minimum
of new pay band, which
ever is greater. For
deviations-see last page.
Same as Full-Time.
Same as Full-Time.
Division Head. For
deviation – MCCS
Director approval.
Position Change –
Higher Level Duties
and/or Responsibilities
(Same Pay Band)
No change in pay or up
to 5% of current rate.
See comment #1 on last
page.
Same as Full-Time.
Same as Full-Time.
Division Head. For
deviation – MCCS
Director approval.
Enclosure (1)
1
MCCSINST 12530.1
NF EMPLOYEES - con’t
PAY OPTIONS
FULL-TIME
PART-TIME
FLEXIBLE
APPROVAL
Position Change –
Same Level
Responsibility
(Same Pay Band)
No change in pay. For
deviations - see last
page.
Same as Full-Time.
Same as Full-Time.
Division Head. For
deviation – MCCS
Director approval.
Position Change Reassignment
(From NF to CT)
Eligible up to Step 2
based on qualifications,
skills and experience.
Same as Full-Time.
Same as Full-Time.
Division Head. For
deviation – MCCS
Director approval.
Position Change Voluntary
(Higher Pay Band to
Lower Pay Band)
No change in pay or
lower pay as determined
by Manager.
Same as Full-Time.
Same as Full-Time.
Division Head. For
deviation – MCCS
Director approval.
Pay Adjustments In Place
As submitted with
written justification
Same as Full-Time.
Same as Full-Time.
Division Head. For
deviation – MCCS
Director approval.
Holiday Pay
Day off with pay for all
pay bands. If normal
scheduled day off,
alternate day off will be
given according to
holiday observance
chart.
Same as Full-Time.
Yes, if employed at
least 90 days and
holiday occurs on day
normally scheduled to
work. On-Call Flexible
not eligible.
Supervisor.
Enclosure (1)
2
MCCSINST 12530.1
NF EMPLOYEES - con’t
PAY OPTIONS
FULL-TIME
PART-TIME
FLEXIBLE
APPROVAL
Holiday Premium Pay
Paid for scheduled work
performed on holiday.
(Double time for hours
actually worked not in
excess of 8 hours for
NF-1, NF-2 & NF-3
only.) NF-4 & NF-5
entitled to basic rate of
pay only. Comp time
authorized for
premium pay hours.
Same as Full-Time.
Yes, if employed at
least 90 days and
holiday occurs on day
normally scheduled to
work. On-Call Flexible
entitled to basic rate of
pay only.
Supervisor.
Sunday Premium Pay
Limited to regular fullNot Entitled.
time. Entitled to 25% of
basic pay if Sunday is
regular scheduled work
day and working 40
hours per week. Sunday
work cannot exceed 8
hours.
Not Entitled.
Supervisor.
Night Differential Pay
Limited to NF-1
Same as Full-Time.
through NF-4
employees. Paid at 10%
basic pay for regularly
scheduled night work
performed between
1800 and 0600. NF-5
are not authorized.
Same as Full-Time.
Supervisor.
Enclosure (1)
3
MCCSINST 12530.1
NF EMPLOYEES - con’t
PAY OPTIONS
FULL-TIME
PART-TIME
FLEXIBLE
APPROVAL
Overtime Pay
Limited to NF-1, NF-2 &
non-exempt NF-3. Paid
for work in excess of 40
hours in a workweek.
Work must be approved,
in writing, in advance.
Exempt NF-3, NF-4 &
NF-5 are not authorized.
Same as Full-Time.
Same as Full-Time.
Division Head.
Compensatory Time
Limited to exempt NF-3,
NF-4 & NF-5, however,
may be granted to NF-1,
NF-2 and non-exempt NF3 if requested by
employee. Granted for
work performed in excess
of 40 hours in a
workweek. Work must be
approved, in writing, in
advance.
Same as Full-Time.
Same as Full-Time.
Division Head.
Appraisal Ratings:
Outstanding or Highly
Competent
Up to 5% combined total
(of base pay) salary
increase and/or cash
bonus. See comment #1
on last page.
Same as Full-Time.
Same as Full-Time.
Division Head. For
deviation - MCCS
Director.
Excellent or
Competent
Up to 4% combined total
(of base pay) salary
increase and/or cash
bonus. See comment #1
on last page.
Same as Full-Time.
Same as Full-Time.
Division Head. For
deviation - MCCS
Director.
Enclosure (1)
4
MCCSINST 12530.1
CRAFT & TRADE (CT) EMPLOYEES
PAY OPTIONS
FULL-TIME
Employment:
New Hires
PART-TIME
FLEXIBLE
APPROVAL
Hired at Step 1 level.
Same as Full-Time.
Eligible for Step 2 based
on qualifications, skills
and experience.
Same as Full-Time.
Division Head.
Reemployment
Same as Above.
Same as Full-Time.
Same as Full-Time.
Division Head.
Promotion
(Lower Grade Level to
Higher Grade Level)
Paid at lowest step of
new grade that exceeds
current pay rate by at
least 4%.
Same as Full-Time.
Same as Full-Time.
Division Head.
Position Change Same Grade Level &
Step
No change in pay.
Same as Full-time.
Same as Full-Time.
Division Head.
Position Change Reassignment
(Same Grade Level &
Step)
No change in pay.
Same as Full-time.
Same as Full-time.
Division Head.
Position Change Competitive
(From Higher Grade
to Lower Grade)
Current rate, if rate falls
between steps paid at
higher rate.
Same as Full-time.
Same as Full-time.
Division Head.
Enclosure (1)
5
MCCSINST 12530.1
CT EMPLOYEES - con’t
PAY OPTIONS
FULL-TIME
PART-TIME
FLEXIBLE
APPROVAL
Position Change Competitive
(From CT to NF)
No change in pay or up
to 5% of current rate.
Same as Full-time.
Same as Full-time.
Division Head. For
deviation – MCCS
Director approval.
Pay Adjustments Within Grade
Increases
Upon eligibility of step
increase and rating of
satisfactory or better on
performance appraisal.
Same as Full-Time
Same as Full-Time
Division Head.
Special Pay:
Holiday Pay
Day off with pay. If
normal scheduled day
off, alternate day off
will be given according
to holiday observance
chart.
Same as Full-Time
Yes, if employed at
least 90 days, works 5
days per week and
holiday occurs on day
normally scheduled to
work.
Supervisor.
Holiday Premium Pay
Paid for scheduled work
performed on holiday.
(Double time for hours
actually worked not in
excess of 8 hours.)
Same as Full-Time
Same as Full-Time
Supervisor.
Sunday Premium Pay
Entitled to 25% of basic
pay if Sunday is regular
scheduled work day and
working 40 hours per
week. Sunday work
cannot exceed 8 hours.
Not Entitled.
Not Entitled.
Supervisor.
Enclosure (1)
MCCSINST 12530.1
6
CT EMPLOYEES - con’t
PAY OPTIONS
FULL-TIME
PART-TIME
FLEXIBLE
APPROVAL
Night Differential Pay
Paid when majority of
regularly scheduled
work hours fall between
1500 - 2400 = 7.5%
2300 - 0800 = 10%
Same as Full-Time.
Same as Full-Time.
Supervisor.
Overtime Pay
Paid for work
Same as Full-Time.
performed in excess of 8
hours in a day or 40
hours per workweek.
Work must be approved,
in writing, in advance.
Same as Full-Time.
Division Head.
Compensatory Time
May be approved ,if
requested by
employee.
Compensatory time will
be for the same amount
of time spent in
overtime work. Work
must be approved, in
writing, in advance.
Same as Full-Time.
Same as Full-Time.
Division Head.
DOD Wage Fixing
Survey Increase
Required for all CT
employees.
Same as Full-Time.
Same as Full-Time.
Federal Wage Survey.
Appraisal Ratings:
Satisfactory or better
Required for within
grade increases at time
of eligibility.
Same as Full-Time.
Same as Full-Time.
Reviewer of
performance appraisal.
Enclosure (1)
MCCSINST 12530.1
7
CHILD CAREGIVER (CC) EMPLOYEES
PAY OPTIONS
FULL-TIME
PART-TIME
FLEXIBLE
APPROVAL
Employment:
New Hires
Manager may offer up
to 5% for CC-I and CCII. For deviations - see
last page.
Same as Full-Time.
Same as Full-Time.
Division Head.
Reemployment
(Lower Grade CC
position to Higher CC
position)
Min 6% increase above
previous position. For
deviations - see last
page.
Same as Full-Time.
Same as Full-Time.
Division Head.
Reemployment
(Same Grade CC
position)
No change in pay rate.
For deviations - see last
page.
Same as Full-Time.
Same as Full-Time.
Division Head.
Reemployment
(Higher Grade CC
position to Lower CC
position)
No change in pay from
highest previous rate.
Same as Full-Time.
Same as Full-Time.
Division Head.
Reemployment
(Lower CC grade to
Higher NF grade)
Min 5% increase above
current rate or minimum
of new pay band, which
ever is greater. For
deviations-see last page.
Same as Full-Time.
Same as Full-Time.
Division Head.
Reemployment (Same or Lower NF
grade)
Highest previous rate
rule.
Same as Full-Time.
Same as Full-Time.
Division Head.
Enclosure (1)
8
MCCSINST 12530.1
CC EMPLOYEES - con’t
PAY OPTIONS
FULL-TIME
PART-TIME
FLEXIBLE
APPROVAL
Position Change Reassignment
(Same Pay Band)
Min 6% of current rate.
For deviations - see last
page.
Same as Full-Time.
Same as Full-Time.
Division Head.
Position Change Reassignment
(Lower CC Grade to
Higher CC Grade)
Min 6% increase above
current rate or minimum
of new pay band, which
ever is greater. For
deviations - see last
page.
Same as Full-Time.
Same as Full-Time.
Division Head.
Position Change Reassignment
(From CC to CT)
Eligible up to Step 2
based on qualifications,
skills and experience.
Same as Full-Time.
Same as Full-Time.
Division Head.
Holiday Pay
Day off with pay. If
normal scheduled day
off, alternate day off
will be given according
to holiday observance
chart.
Same as Full-Time.
Yes, if employed at
least 90 days, works 5
days per week and
holiday occurs on day
normally scheduled to
work.
Supervisor.
Holiday Premium Pay
Paid for scheduled work
performed on holiday.
(Double time for hours
actually worked not in
excess of 8 hours.)
Same as Full-Time.
Same as Full-Time.
On-Call Flexible not
eligible to receive
Holiday Premium Pay.
Supervisor.
Enclosure (1)
9
MCCSINST 12530.1
CC EMPLOYEES - con’t
PAY OPTIONS
FULL-TIME
PART-TIME
FLEXIBLE
APPROVAL
Sunday Premium Pay
Entitled to 25% of basic
pay if Sunday is regular
scheduled work day and
working 40 hours per
week. Sunday work
cannot exceed 8 hours.
Not Entitled.
Not Entitled.
Supervisor.
Night Differential Pay
Paid at 10% basic pay
for regularly scheduled
night work performed
between 1800 and 0600.
Same as Full-Time.
Same as Full-Time.
Supervisor.
Overtime Pay
Paid for work
Same as Full-Time.
performed in excess of
40 hours in a workweek.
Work must be approved,
in writing, in advance.
Same as Full-Time.
Division Head.
Compensatory Time
Authorized if requested
by employee. Granted
for work performed in
excess of 40 hours in a
workweek. Work must
be approved, in writing,
in advance
Same as Full-Time.
Division Head.
Same as Full-Time.
Enclosure (1)
10
MCCSINST 12530.1
CC EMPLOYEES - con’t
PAY OPTIONS
FULL-TIME
Appraisal Ratings:
Outstanding
Excellent
PART-TIME
FLEXIBLE
APPROVAL
Up to 5% combined
Same as Full-Time.
total (of base pay) salary
increase and/or cash
bonus. For deviations see last page.
Same as Full-Time.
Division Head. For
deviation - MCCS
Director.
Up to 4% combined
Same as Full-Time.
total (of base pay) salary
increase and/or cash
bonus. For deviations see last page.
Same as Full-Time.
Division Head. For
deviation - MCCS
Director.
Additional Comments:
1. An employee can receive only one pay increase annually unless promoted to a higher graded position more than once in a year.
The increase can be for the annual performance appraisal or for changes in duties within the same grade. The anniversary date future
pay increases will be from the effective date of the last pay increase.
2. Any deviations from the procedures indicated in this policy must be submitted for approval to the MCCS Director with a full
justification for the deviation.
3. The effective date of all pay actions will be the first date of the first full pay period following written approval by the designated
authority.
4. The granting or non-granting of NF or CC pay adjustments for other than promotions are not grievable. The granting, non-granting
or amount of a performance award is not grievable.
Enclosure (1)
11