In my little corner of the fed world, the GS and WG pay structure is tied to the mission and what it needs to accomplish. In addition to the number that follows your GS or WG number is a “series”. A series that is pretty much “locked and loaded” as to what you job function is all about. “800” engineering….. “303” administrative…In the WG world the series haven’t changed in decades…(3800..5400…5800) With continual advance of technology, our WG counterparts are utilizing technology, hand held electronic work orders, hand held devices out in the field (yet to be blessed by DoN) A hand held device to communicate with a gov vehicle, mobile equipment or the A/C in your building (sadly, you DC’ers have “contractors” doing that). Planes, ships, helicopters and such in production are still being refitted, repaired the same way. As the number in the GS, WG goes higher, the series remains the same, if you choose that career path. You basically get a few additional sentences latched on to your series. All of which are out of the control of local supervisors, managers and yes HRO. These classifications are written (not updated) from on high leaving organizations to “use what is given us”. Budget is also a consideration. Organizations have a budget to work with it. If a person/s/ in your organization are deemed deserving of a promotion, a move up to vacant seat once occupied by a boomer who has exited in the continuing tsunami is wonderful. However, if your organization is told (as we are outside the beltway), “well, sorry we aren’t replacing the WS 10 or the GS 9 in your organization, you will have to dole out the work to someone else in the organization who is more than likely a lower graded employee. If you are WG you can protest to the union. If you are a GS, you suck it up and add it to your resume if you have a chance to hit the door. (slim chance) We often hear: “No, we don’t know when or even if the vacant billets (we have 3) will be announced. Do more with less.” It matters not if your organizational structure requires that certain positions be maintained. And again, it goes back to your mission. Around and around we go. The GS system for what it’s worth is all we have. Monkeying around with it now will take a decade to undo…..(i.e. NSPS, a failure from the start). High performing employees are strapped with vacant seat work load. Low performing employees are retiring in place and basically, don’t really care.
Incentives, awards, additional training are all but gone, (thanks DoJ and GSA). The bloat, as I see it, is at the top of the agency. Not at the bottom. Until this changes, things will remain the same. Telework is not an option and never will be for the federal semi and industrial production workforce. I don’t think a tail end of a AV8 will fit in my backyard. (lol) Sure we could get contractors to do it, and pay and pay and pay and lessen security controls…. something DoD doesn’t not want to play around with. I do have a good manager who sees the “individual” and works to challenge our best qualities while enhancing the ones yet to learn via our co workers who excel in that quality.
Poll of the Week
Could your inbox use a little more awesome?
Sign up to get a daily dose of awesome gov-focused resources, trainings, blogs and articles to help you do you job better.