About NSPS

In order to effectively use NSPS to manage your career, it is important to understand each of the following NSPS topic areas: Conversion, Classification, Compensation, and Performance Management System.

Conversion

Employees convert to NSPS from other pay systems on their current permanent positions of record.  They are converted into NSPS without a reduction in total pay.  Special salary rates or retained rates of pay may be reallocated into NSPS base and LMS but the total pay remains the same.  Employees on temporary promotions are converted on their permanent position and may be re-promoted to the temporary position with no loss of pay. There are no positions classified as leader in NSPS. Leaders are converted to the non-supervisory career group and pay schedule that corresponds to the occupation code of their position.  Employees below step 10 receive a pro-rated within-grade increase (WGI) adjustment to their rates of basic pay to account for the time since the last equivalent increase.

Classification

In NSPS, civilians are placed in one of four career groups. Within these four career groups, individuals are assigned a pay schedule according to their occupational code. Pay schedules vary within career groups. However, typically there are four.

Career Groups & Pay Schedules

 

Pay Band Levels

 

Pay Band 1 - Entry Level / Developmental:

•        Developmental positions and intern positions

•        Work assigned provides the knowledge and skill needed to perform at pay band level two

 

Pay Band 2 - Full Performance Level

•         Experienced worker

•         Performs typical journey-level work appropriate for most installation and headquarters positions

•         Most positions are appropriately classified into this pay band.

 

Pay Band 3 - Subject Matter Expert

•        Employees at this level are either subject matter experts or project/program managers.

 

Work at this level typically involves responsibility for program development and/or oversight of a major department. The scope of the work is typically the "big picture" rather than "action officer work" and typically affects the work of other experts.

 

Compensation

 

Promotion involves a movement to a higher pay band

• Example: Promotion from Pay Band 1 to Pay Band 2

• Pay Setting – increase minimum 6% up to 20%

Reassignment involves movement within the pay band

Example: Movement within Pay Band 2 (previously GS-9 through GS-13 is noncompetitive)

Pay Setting

•  Voluntary (employee initiated) – increase up to 5% in 12-month period

•  Voluntary (management directed) – increase up to 5% each reassignment

•  Involuntary – reduce up to 10%

 

Reduction in Band involves movement to a lower pay band

Example: Pay Band 2 to Pay Band 1

Pay Setting

• Voluntary – increase up to 5% in 12-month period up to the maximum of the lower band

• Involuntary – reduce up to 10%

 

Performance Management System

 

The performance management process is results oriented and mission focused. There are five main steps in the process:

• Performance Planning: setting objectives

• Performance Monitoring: greater employee/supervisor communication

• Performance Development: training, education, mentoring

• Performance Rating: job objective ratings

• Performance Rewarding: supervisory recommendation to pay pool panel

The Performance management cycle runs 1 October through 30 September. In order to receive a rating, an employee must be on performance standards for 90 days. At least one interim review also is required during the cycle.

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For more information, please speak with your component contact or email the DHRA Headquarters.

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