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Benefits of the Public Health Human Resources System (PHHRS)
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Pay-banding.
Under the current system, employees are limited to the 10 steps within a grade.
- With PHHRS, in most instances, the pay range for 2-4 grades are grouped or banded together allowing for more flexibility in pay progression.
Pay increases are not tied to longevity.
Under the traditional GS system, within grade increases
(WGI's) are given to employees who are at the fully successful level or higher. They typically represent about
a 3 percent pay increase. However, after the employee reaches step 4, the waiting period for a WGI is every
2 years, and 3 years after step 7.
- With PHHRS, pay increases are given each year in January to those who are rated at the fully successful level or higher. There are no waiting periods and the increases are not limited to 3 percent. The best performers will receive the largest increases.
Pay increases above the maximum rate of the pay band.
Under the traditional GS system, once
an employee reaches step 10 of their grade, they no longer receive any pay increases unless promoted.
- With PHHRS, employees at the top of the pay band who receive an Outstanding rating can receive up to 5 percent increase above the maximum rate of pay. This is added to the employee's base salary.
- With PHHRS, employees at the top of the pay band who have a Superior or Fully Successful rating will receive a lump sum payment each year. This is in addition to any performance awards they may receive.
Pay increases for developmental employees.
Under the traditional GS system, employees who are
hired at the entry level position but who "hit the ground running" and are performing work at a higher level,
cannot receive any additional pay until they complete 52 weeks at that grade level.
- With PHHRS, employees in positions with promotion potential to a higher pay band that are performing fully successfully or better, may receive up to a 7 percent increase in pay at the mid year of the rating cycle. This is in addition to the annual pay increase in January.
Promotions to the next pay band.
Under the traditional GS system, promotions typically are
6 percent increase in pay.
- With PHHRS, employees will receive at least 8 percent unless more is needed to reach the minimum of the next pay band.
FSIS can be a part of the pay-for-performance future.
Pay-for-performance is not new to the Federal government. The very first pay for performance
system began as a demonstration project at the Navy Research Laboratory in China Lake, CA in
the early 1980's and was so successful it was made permanent. Other successful pay for
performance systems have followed and include the National Institute of Standards and Technology (NIST)
and the Department of Commerce. In addition, with the implementation of the Government
Performance and Results Act (GPRA) in the 1990's, the Federal government has moved steadily
towards a results-oriented performance culture. By participating in a demonstration project
for pay-for-performance, FSIS can play a role in how pay-for-performance is ultimately utilized
in the Federal government!
Flexibility…Accountability…Results-that is what the new PHHRS is all about!
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Last Modified:
April 20, 2009 |
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