6150 - USDA Forest Service

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6150
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FOREST SERVICE MANUAL
NATIONAL HEADQUARTERS (WO)
WASHINGTON, DC
FSM 6100 - PERSONNEL MANAGEMENT
CHAPTER 6150 - CLASSIFICATION AND PAY ADMINISTRATION
Amendment No.: 6100-2007-2
Effective Date: February 22, 2007
Duration: This amendment is effective until superseded or removed.
Approved: JESSE KING
Chief Financial Officer
Date Approved: 02/08/2007
Posting Instructions: Amendments are numbered consecutively by title and calendar year.
Post by document; remove the entire document and replace it with this amendment. Retain this
transmittal as the first page(s) of this document. The last amendment to this title was
6100-2007-1 to 6130.
New Document
6150
14 Pages
Superseded Document(s) by
Issuance Number and
Effective Date
!6150 Contents
(Amendment 6100-97-7, 09/05/1997)
6150-6153
(Amendment 6100-96-3, 08/02/1996)
6152.1 Exhibits01-02
(Amendment 6100-90-1, 06/01/1990)
6159
(Amendment 6100-97-8, 09/05/1997)
4 Pages
9 Pages
3 Pages
34 Pages
Digest:
6150 - Changes the chapter title from "Classification, Pay, Uniforms" to "Classification and Pay
Administration" because the direction on uniforms is being removed. No other changes are
made to the direction in the other sections of the chapter.
6159 - 6159.5 - Removes direction on uniforms in its entirety and recodes to FSH 6509.11k,
section 48.
WO AMENDMENT 6100-2007-2
EFFECTIVE DATE: 02/22/2007
DURATION: This amendment is effective until superseded or removed.
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Table of Contents
6151 - POSITION CLASSIFICATION AND JOB EVALUATION .................................... 3
6151.01 - Authority ................................................................................................................. 3
6151.03 - Policy ...................................................................................................................... 3
6151.04 - Responsibility ......................................................................................................... 4
6151.1 - Administering the Position Classification Program ..................................................... 4
6151.2 - Minimum Standards for Delegating Classification Authority...................................... 4
6151.3 - Classification of Scientists ........................................................................................... 5
6151.31 - Cyclic Review ......................................................................................................... 6
6152 - PAY ADMINISTRATION ...................................................................................... 6
6152.04 - Responsibility ......................................................................................................... 6
6152.04a - Line Officers and Unit Managers ......................................................................... 6
6152.04b - Forest Supervisors ................................................................................................ 7
6152.1 - Administering Pay Rates and Systems ......................................................................... 7
6152.2 - Allotments and Assignment of Pay ............................................................................ 11
6152.21 - Overpayments and Waivers .................................................................................. 11
6152.22 - Backpay ................................................................................................................ 11
6152.3 - Grade Retention .......................................................................................................... 11
6152.4 - Pay Retention.............................................................................................................. 12
6152.41 - Priority Placement Consideration ......................................................................... 12
6152.42 - Records and Reports ............................................................................................. 12
6152.5 - Determining Pay Rate at Time of Appointment, Reinstatement, or Change to Lower
Grade ............................................................................................................................. 12
6153 - PAY UNDER THE PERFORMANCE MANAGEMENT AND RECOGNITION
SYSTEM (PMRS) ............................................................................................... 13
6153.02 - Objective ............................................................................................................... 13
6153.04 - Responsibility ....................................................................................................... 14
6153.1 - PMRS Processing Instructions ................................................................................... 14
6153.2 - Multiple Performance Appraisals ............................................................................... 14
6153.3 - Review of Performance Appraisals ............................................................................ 14
6153.4 - PMRS Performance Awards....................................................................................... 14
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6151 - POSITION CLASSIFICATION AND JOB EVALUATION
6151.01 - Authority
The Department Personnel Manual (FSH 6109.41 - DPM 511, subch. 4-5) sets forth the
requirements for position classification reviews.
6151.03 - Policy
1. Regions, Stations, and the Area shall consult with the Washington Office, Human
Capital Management Staff, Classification and Pay Branch, on proposed classification actions that
would set a precedent, represent an extrapolation of standards, or would otherwise have a direct
impact on grade levels of related, comparable positions.
2. Supervisors and personnel specialists shall use standard position descriptions,
correction notices, and other position classification shortcuts as much as possible. Standard
position descriptions are mandatory when an adequate description exists. Position descriptions
are adequate when they describe 80 percent of the work, include all major duties and
responsibilities, and have the proper title, series, and grade. Obtain electronic copies of standard
position descriptions through the Standard Position Description - Information Center Service.
(For instructions on use of this information center service, see FSH 6109.15, Position
Classification Handbook, zero code and ch. 40.)
3. Personnel specialists shall classify positions as interdisciplinary among two or more
series whenever possible within published classification guidance.
4. Any employee may appeal the classification of the position to which the employee is
assigned at any time (FSH 6109.15, Position Classification Handbook, ch. 10.)
5. Line officers and unit managers shall review their units annually to ensure soundness
of organizational structure and accuracy of position descriptions and to plan for timely
accomplishment of needed adjustments.
Integrate this responsibility with the accomplishment of other managerial functions, including
work planning and budgeting (FSM 1930), organization and position management reviews (FSM
1220), and work force management and planning (FSM 1311). Forest Service unit managers
must meet requirements to review and ensure classification accuracy through:
a. A plan established to ensure that all positions are reviewed once within a 4-year
cycle;
b. Desk audits of 10 percent of the positions reviewed annually;
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c. Normal day-to-day operations; that is, those management and staff reviews and
decisions made as positions are established and filled or vacant positions are refilled;
and
d. Annual reviews (FSM 6151.04).
6151.04 - Responsibility
1. Line officers and unit managers are responsible for the effective and efficient
management and direction of the position classification program. Line officers are responsible
for the delegation of classification authority (FSM 6104.1, ex. 01, and 6151.2). When a position
is found to be over-graded or under-graded, the line officer shall take the necessary steps to put
the position into the proper grade.
2. Personnel officers at all levels are responsible for providing line officers and unit
managers with professional advice and support in operating the classification system.
3. The Washington Office Human Capital Management Staff Director retains the
authority to classify GS/GM-14 and GS/GM-15 level positions with the following exception:
Station Directors are delegated authority and responsibility for panel evaluations and
classification of positions of GS/GM-14 scientists using the Research Grade-Evaluation Guide or
the Equipment Development Grade-Evaluation Guide.
4. Regional Foresters, Station Directors, and the Area Director are delegated the
authority to classify positions through GS/GM-13 and all wage-grade positions, except for GM201-13 Personnel Officer positions and precedent positions that affect related positions.
5. Regional Foresters may delegate to Forest Supervisors the authority to classify
positions through GS-12 and all wage-grade positions.
6151.1 - Administering the Position Classification Program
(FSH 6109.15, Position Classification Handbook).
6151.2 - Minimum Standards for Delegating Classification Authority
Paragraphs 1 through 3 set forth the Service-wide standards for delegating classification
authority. Field units shall not modify these standards.
1. Before delegating classification authority, the Regional, Station, or Washington Office
Personnel Officer must certify that the candidate has adequately demonstrated the appropriate
skills, knowledge, and abilities to successfully exercise classification authority. In making this
determination, the Personnel Officer should consider the following:
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a. The employee must be a GS-9 or higher in a 2-grade-interval series.
b. The employee must have received training in:
(1) Forest Service programs, policies, and organization, and
(2) The principles, policies, and techniques of personnel management, position
management, and position classification. This should include the Office of Personnel
Management basic 2-weeks training course in position classification or equivalent.
c. The employee must have performed classification work (that is, preparing and
documenting analysis of organizations and of individual positions) which provided
experience in applying classification principles, policies, and standards to positions in
a variety of occupations.
2. The work supervisor recommends that the employee be delegated classification
authority when the supervisor is satisfied with the employee's training, development, and work
performance.
3. The line officer delegates the authority when the line officer is satisfied that the
individual possesses the appropriate technical and professional skills.
a. The delegation of authority must be in writing.
b. A copy must be filed in the employee's Official Personnel Folder.
4. Once an employee has qualified for delegation of classification authority and has
satisfactorily exercised that authority, the employee shall not be required to requalify for the
delegation of authority upon reassignment to another unit. However, there may be a period of
post-review of the employee's work to ensure the individual understands the organization,
programs, policies, and procedures of the new unit.
6151.3 - Classification of Scientists
Classification of scientists' positions must conform to the procedures of the Scientist Career Plan
contained in FSH 6109.15, Position Classification Handbook, chapter 30. In determining a
scientist's grade, consider the individual's scientific accomplishments and competence as well as
traditional classification factors.
Classification that recognizes the impact of the qualifications, accomplishments, and stature of
the individual on the scope, breadth, and complexity of the assignment may result in a scientist
being placed in the same grade or higher grade than the work supervisor.
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Reassignments and promotions above GS-11, including changes from scientist to Project Leader
positions, may be noncompetitive when the grade level and/or potential for promotion are clearly
based on the increased impact of the scientist's qualifications and contributions on the position
(FSH 6109.15, sec. 31.3).
6151.31 - Cyclic Review
Conduct periodic panel reviews of all positions covered by the Scientist Career Plan to maintain
classification accuracy.
Cyclic review of all such positions is mandatory:
1. Within 36 months of the scientists' being hired.
2. Within 48 months of the most recent previous panel for scientists at grades GS-11,
GS-12, and GS-13.
3. Every 60 months for scientists at grade GS-14 or higher.
The Station Director may request reevaluation prior to the mandatory cyclic review when the
provisions in FSH 6109.15, section 32.4, on reevaluation are met.
6152 - PAY ADMINISTRATION
6152.04a - Line Officers and Unit Managers
All line officers and unit managers shall:
1. Ensure accurate and timely pay to employees.
2. Effectively link pay and performance by fully utilizing all existing pay systems and
provisions.
3. Determine pay rates at the time of appointment, reinstatement, or voluntary demotion
in accordance with FSM 6152.5.
4. Not accept the benefits of a nonexempt employee's work without compensating the
employee for that work. (See FSH 6109.11 for "suffer and permit.")
5. Pay all employees premium pay for working unusual hours or under unusual working
conditions in accordance with applicable laws and regulations.
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6. Manage overtime and holiday work to ensure full benefit to the Government and fair
treatment of employees.
7. Identify duties, other than those described in Title 5, Code of Federal Regulations,
section 550.904 that may warrant payment of hazard pay differential. When identified, submit
an evaluation of the duty with justification to the Washington Office (FSH 6109.11, sections
12.92 and 12.93).
8. Identify categories of duties, other than those in FSH 6109.11, section 14, exhibit 02,
which may warrant payment of environmental pay differential (FSH 6109.11, sec. 14.8).
9. Ensure that travel is by the most expeditious means of transportation and is
commensurate with the nature and purpose of the traveler's duties. See FSH 6109.11 for
additional detail, as well as FSH 6509.33, Federal Travel Regulations.
6152.04b - Forest Supervisors
Forest Supervisors shall:
1. Identify remote worksites where there are employees potentially eligible to receive an
allowance. Prepare requests, where warranted, and submit requests for approval.
2. Administer the remote worksite commuting allowance program for designated
worksites.
3. Review approved worksites at least annually for any changes in commuting
conditions. Report those changes, which could affect the allowance rate. See FSH 6109.11, sec.
17.02, for the objectives of remote worksite allowances.
6152.1 - Administering Pay Rates and Systems
See exhibit 01 for a brief description of the pay rates used by the Forest Service. See
FSH 6109.11, Pay Administration, Attendance and Leave Handbook, for a fuller discussion of
the General Schedule and wage systems, and for details on the Fair Labor Standards Act. See
exhibit 02 for a summary of compensation guidelines for overtime and other types of premium
pay. Exhibit 02 is a summary only and must be used in context with the detailed guidance found
in FSH 6109.11.
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6152.1 - Exhibit 01
PAY SYSTEMS
System
Description/Purpose
Eligibility
Conditions
General
Schedule
(GS)
To pay the majority of Forest Service Most professional, technical,
employees (often called
administrative and clerical
classification Act employees) paid
positions.
under Title 5 U.S.C.
May also be covered by provisions of Fair
Labor Standards Act (FLSA) or
Performance Management and Recognition
System (PMRS) for GM employees. See
FSH 6109.11
Wage System
(WG)
(WL)
(WS)
Pay employees on hourly basis
Those who work in trades, skills,
(including Wage Grade (WG), Wage crafts, and manual labor.
Leader (WL), Wage Supervisor
(WS)).
Generally covered by the Fair Labor
Standards Act unless position has
supervisory responsibilities.
Emergency
Firefighters
(AD)
To pay employees who are recruited
for the sole purpose of dealing with
an immediate fire emergency or
extreme fire potential.
Those fighting fires, on standby to
fight fire, and to temporarily
replace firefighters currently on
fires. Forest Service employees
are specifically excluded.
See FSH 5109.34, Interagency Incident
Business Management Handbook, sec.
422.2. Do not use this pay plan to fill
positions identified by fire control
organization and financial plan.
Senior
Executive
(SES)
Pay designated employees in policymaking positions.
Those in Senior Executive
Service.
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6152.1 - Exhibit 02
OVERTIME AND PREMIUM PAY
System
Description/Purpose
Eligibility
Conditions
Overtime
Premium pay differential for hours
worked in excess of employee's
scheduled basic obligation.
All employees (except Emergency
Firefighters) who work in excess of 8
hours or 40-hour weeks under AWS, 1st
40 tour, etc.
1. Must be ordered or approved in writing.
2. Use FS-6100-30.
3. Employees covered by the Fair Labor
Standards Act may be entitled to additional
overtime benefits. See FSH 6109.11,
section 13.
4. See FSH 6109.11 for detail.
Compensatory
Time
Time off from work in lieu of overtime
pay for irregular or occasional hours.
1. All GM and exempt GS employees,
subject to approval.
1. Cannot be granted in lieu of overtime pay
for regularly scheduled overtime.
2. Nonexempt GS employees and wage 2. Must be ordered and approved in writing.
system employees in specified instances.
3. Employees whose rate of pay is below the
GS-10 may not be required to earn
compensatory time off in lieu of payment for
overtime.
4. See FSH 6109.11, section 12.4, for details
on other covered employees and conditions.
Night Pay
Premium differential for scheduled work GM and GS Employees who perform
between 6:00 p.m. and 6:00 a.m.
scheduled work between 6:00 p.m.
and 6:00 a.m.
See FSH 6109.11, section 12.5, for specifics.
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6152.1 - Exhibit 02--Continued
OVERTIME AND PREMIUM PAY
System
Description/Purpose
Eligibility
Conditions
Shift
Differential
Premium differential paid for shifts
worked between 3:00 p.m.--12 a.m. or
11:00 p.m.--8:00 a.m.
Wage System employees
See FSH 6109.11, section 14.5 for percentage
rates and provisions.
Sunday
Premium differential paid for Sunday
work.
Full-time employees, both GS and Wage See FSH 6109.11.
System
Holiday
Premium differential for work on
established holidays.
See FSH 6109.11.
See FSH 6109.11.
Hazard Pay
or Physical
Hardship
Compensation for exposure to certain
hazards or physical hardships.
1. Full-time part-time, intermittent GS
employee.
See FSH 6109.11 for details on exposure to
hazards and hardship.
2. No one hired under pay plan for
emergency firefighters.
Environmental
Differential
Compensation for exposure to certain
hazards, physical hardships, and unusual
working conditions.
Wage System employees.
1. See FSH 6109.11, section 14.
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CHAPTER 6150 – CLASSIFICATION AND PAY ADMINISTRATION
6152.2 - Allotments and Assignment of Pay
6152.21 - Overpayments and Waivers
1. Overpayments of $100 or More. Collections of overpayments of $100 or more are
covered by the due process procedures of Public Law 97-365. Procedures to follow are in
FSH 6109.11, sec. 16.22. Requirements include employee notification by the agency head,
designee, or NFC and the opportunity for a review hearing using Department hearing procedures.
2. Waiver of Minimum Deduction. A waiver of the 15 percent of disposable pay
deduction based on extreme hardship to the employee may be granted at the Deputy Regional
Forester and Assistant Station Director levels.
3. Waiver of Overpayments. Claims against employees or former employees arising
from erroneous payments or pay or allowances may be waived in whole or in part. Only the
Comptroller General can waive claims of more than $1,500. Regional Foresters and Directors
may submit waiver cases in excess of $1,500, which meet the requirements of section 16.5,
FSH 6109.11 direct to the General Accounting Office (GAO). The authority to submit waivers
direct to GAO may be re-delegated to Forest Supervisors. Approval of waivers for
overpayments to casual employees requires the concurrence of the Director, Fiscal and
Accounting Services Staff, prior to final decision.
6152.22 - Backpay
Regional Foresters, Station Directors, and the Area Director are delegated authority to approve
backpay claims and cases. Cases which are in doubt or where no clear precedent or Comptroller
General decision exists shall be sent to the Director, Human Capital Management Staff,
Washington Office, for decision or for transmittal to the USDA Office of Personnel or the
General Accounting Office (GAO).
6152.3 - Grade Retention
Grant mandatory grade retention when the eligibility requirements are met (FSH 6109.41, DPM
536, subchapter 3, and supplement 990-2, book 531, subpart 3). In addition, grant grade
retention when the following conditions are met:
1. The move to a lower graded position occurs during a reorganization, a transfer of
function, or reclassification.
2. Management notifies affected employees in writing of anticipated reorganization,
transfer of function, or reclassification.
3. The notice identifies those employees directly affected by the reorganization, transfer
of function, or reclassification.
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4. In a reorganization, the employee is in the competitive level that is affected.
The move to a lower graded position may be initiated by the employee or by management. It
may occur before the employee receives a specific reduction-in-force notice or management's
written notice that the employee's position is being downgraded. Management decides on the
appropriateness of the placement.
When an employee initiates a move to a lower grade, grade retention under this section is
appropriate only if the move has a positive effect on another employee and/or such action will
assist management in advancing its objectives and reduce or avoid adverse impacts on
employees and the agency's functions.
6152.4 - Pay Retention
Grant pay retention under the provisions in FSM 6152.3 when the employee is not eligible for
grade retention and the employee's rate of basic pay would be reduced as the result of a
management action.
6152.41 - Priority Placement Consideration
Forest Service employees who are placed in a lower graded position through no fault of their
own and covered by mandatory grade and/or pay retention are automatically placed on the
priority placement consideration list. Management may place on the priority placement
consideration list employees who are placed in lower graded positions through no fault of their
own and covered by the grade and/or pay retention policy in FSM 6152.3 and FSM 6152.4.
6152.42 - Records and Reports
See FSH 6109.11 for required records and reports. Maintain sufficient records to demonstrate
that requirements and conditions for each grade and pay retention application have been met.
Use the National Finance Center's report, including the Position Organization Listing and the
Roster of Employees, to show data about the employee's current grade and position, not the
grade for which paid (retained grade).
6152.5 - Determining Pay Rate at Time of Appointment, Reinstatement, or Change
to Lower Grade
Line officers and unit managers shall pay the minimum rate of the grade for appointment,
reinstatement, and change to lower grade to a non-temporary position, unless a higher rate is
justifiable (for example, when there is a reasonable relationship between the position on which
the highest previous rate is based and the position for which selected, such as the same
occupational series or similar duties in the same occupational group.) When there is a reasonable
relationship between the position on which the highest previous rate is based and the position for
which selected, the employee may be paid at any rate for the grade, which does not exceed the
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employee's highest previous rate. A Forest Service employee's pay is protected to the highest
previous rate when the employee accepts a voluntary demotion, except where there is known
promotion potential.
Consider the following when determining the rate of pay:
1. Staffing needs.
2. Conditions affecting recruitment and retention of qualified employees.
3. Qualifications and service history of employee.
4. Salary rates of other employees in similar positions in the area.
5. Labor market conditions.
6. Availability of funds.
Document the basis for the pay rate decision if it is other than the minimum rate.
The highest previous rate, when applicable, shall be (1) granted only to non-temporary
employees, (2) based on an established tour of duty, (3) based on a rate of pay held for a period
of 90 days, and (4) shall not be based on a temporary promotion. The maximum rate cannot
exceed the top step of the grade.
When an employee is demoted at his/her own request with the prospect of re-promotion as soon
as possible under merit promotion rules (for example, career ladder promotion), select a rate at
the lower grade, which upon re-promotion will place the employee at the rate in the higher grade
that would have been attained through a direct promotion. Consideration will be given to any
within grade increase that might have been attained had the employee remained in grade between
the time of demotion and re-promotion. When an employee takes a demotion to enter a formal
upward mobility program, this is not considered "at the employee's request" and therefore, the
employee is entitled to the highest previous rate if the requirements in the preceding paragraph
are met.
See FSH 6109.41, FPM 531-2-4a and DPM 531-2-4a for OPM and USDA requirements and
guidance on highest previous rate.
6153 - PAY UNDER THE PERFORMANCE MANAGEMENT AND RECOGNITION
SYSTEM (PMRS)
6153.02 - Objective
The PMRS system is designed to recognize and reward quality performance of supervisors and
management officials in grades GM-13, GM-14, and GM-15.
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Regional Foresters, Station Directors, Area Director, and Deputy Chiefs shall make coverage
determinations within their jurisdictions and shall ensure the consistency of performance
standards, completion of performance ratings, and the accuracy of data submitted to the National
Finance Center (NFC) for payment.
6153.1 - PMRS Processing Instructions
(FSH 6109.41, FPM/DPM chapter 540.)
6153.2 - Multiple Performance Appraisals
See FSH 6109.13 and FSH 6109.41, FPM/DPM chapter 430 for instructions.
6153.3 - Review of Performance Appraisals
See FSH 6109.13 and FSH 6109.41, FPM/DPM chapter 430 for procedures.
6153.4 - PMRS Performance Awards
FSH 6109.41, DPM chapter 540 and FSH 6109.13 contain direction on administration of PMRS
performance awards.

6150 - USDA Forest Service

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