Chapter 1, Section 3: Annual Pay Adjustments

The federal wage system (FWS)--also known as the wage grade or prevailing rate system--is designed to make the pay of federal blue-collar workers comparable to prevailing private sector local rates for similar positions.

The Federal Wage System: Background

The federal wage system (FWS)--also known as the wage grade or prevailing rate system--is designed to make the pay of federal blue-collar workers comparable to prevailing private sector local rates for similar positions. It is overseen by the Federal Prevailing Rate Advisory Committee, made up of agency and labor union members and an independent chairman, which studies matters pertaining to prevailing rate determinations and advises OPM on pay policies for FWS employees.

The main FWS pay plan covers most trade, craft, and laboring employees in the Executive Branch. It does not cover Postal Service employees. Special pay plans cover certain employees in special circumstances. OPM authorizes special pay plans when unusual labor market conditions seriously handicap agencies in recruiting and retaining qualified employees.

Wage Grade Locality Pay Procedures

The FWS is a partnership among OPM, other federal agencies, and labor organizations. OPM specifies procedures for agencies to design and conduct wage surveys, to construct wage schedules, to grade levels of work, and to administer basic and premium pay for employees.

To issue common job-grading standards for major occupations, OPM occupational specialists follow specific steps to develop new standards and to update existing standards. They make full occupational studies, which include onsite visits to interview employees, supervisors, and union representatives. Specialists write standards and ask agencies and unions for comments. Federal agencies are required to apply these standards.

OPM defines the geographic boundaries of individual local wage areas--there are about 130 of them, with the number varying somewhat from time to time--and reviews survey job descriptions to ensure that they are accurate and current. In addition, OPM works with agencies and unions to schedule annual local wage surveys in each wage area.

Each FWS wage area consists of a survey area and an area of application. A survey area includes the counties, townships, and cities where the lead agency in the wage area collects and analyzes private sector wage data to produce a wage schedule for the wage area. An area of application includes the survey area and nearby counties, townships, and cities where the wage schedule also applies.

Wage grade raises are paid at differing times of a fiscal year, varying by locality. Wage adjustments become effective in accordance with what is commonly referred to as the 45-day law. This law states that the government has 45 working days to put FWS pay adjustments into effect after each wage survey starts. Each wage schedule has a uniform effective date for all employees in a wage area, regardless of the agency. Normally, the effective date is based on the pay period cycle for the largest employer in the wage area, with the effective date set on the first day of the first pay period following the 45-day wage survey period.

OPM does not conduct local wage surveys. For each wage area, OPM identifies a "lead" agency--in almost all cases the Department of Defense--that employs the majority of wage grade employees in the area. That agency is responsible for conducting wage surveys, analyzing data, and issuing wage schedules under the policies and procedures prescribed by OPM. Out-of-area data are used where the government has large numbers of employees in specialized occupations for which there are insufficient comparable private sector jobs locally. All agencies in a wage area pay their hourly wage employees according to the wage schedules developed by the lead agency.

Labor organizations also play a role in the wage determination process by providing representatives at all levels of the wage determination process. The employee unions having the greatest number of wage employees under exclusive recognition designate two of the five members of a lead agency's national level wage committee. Locally, the union with the most employees under exclusive recognition in a wage area designates one of the three members of each local wage survey committee. In addition, labor organizations nominate half of the federal employees who collect wage data from private enterprise employers. A team of one labor data collector and one management data collector visits each surveyed employer.

Under the FWS, pay is based on what private industry is paying for comparable levels of work in a local wage area. Employees are paid the full prevailing rate at step 2 of each grade level. Step 5, the highest step in the FWS, is 12 percent above the prevailing rate of pay. However, legislation may limit or delay annual wage adjustments for FWS employees. This has been the practice in recent years, in which wage grade raises have been capped at the national average (before 2004) or local (since 2004) General Schedule amount for the fiscal year. Wage grade pay schedules are at www.cpms.osd.mil/wage/wage_schedules.aspx.

GS Annual Increases: Background

The annual pay adjustment for most General Schedule employees consists of two parts: a national, across-the-board increase, and a locality-based pay adjustment, both normally effective at the start of the first full pay period each January.

Under Federal Employees Pay Comparability Act of 1990 (Section 529 of P.L. 101-509) (FEPCA), the amount of the across-the-board increase is supposed to be based on a change in the Employment Cost Index, less 0.5 percent. (The ECI is a statistical measure maintained by the Bureau of Labor Statistics that measures changes in private sector labor costs. Because of the lag time involved in the federal budget process, the period used is the 12 months ending with the September of the year prior to the year preceding the raise.)

Locality pay for General Schedule employees was first authorized for federal workers by FEPCA. The locality pay increases (along with the across-the-board pay hikes) were designed to address a gap between federal and nonfederal salaries that White House and congressional leaders felt was imposing a hardship on employees and leaving the government unable to compete well in the labor market. The law's goal was to bring federal pay to within virtual comparability with the private sector--within 5 percent--over nine years by using the ECI-based raises to keep federal employees generally apace with private sector wage growth while the locality component closed the officially reported pay gap.

However, due to funding restrictions and disagreements regarding the data used to compare federal versus private sector pay, locality pay adjustments have not reached the levels indicated by the pay law's formula. In practice, the annual federal raise has been negotiated between Congress and the White House, typically using the pertinent ECI figure as a starting point, with most of the total raise being designated as across-the-board pay and the remainder as locality pay. The result has been that although there is variation in pay by locality, the officially reported "pay gap" has not been narrowed nearly to the extent envisioned by the law.

The system sets specific locality raises for metropolitan areas that meet certain standards in terms of federal employment, plus a catchall "rest of the U.S." (RUS) locality. The number and boundaries of localities change over time.

Pay Area 2002
Raise
2003
Raise
2004
Raise
2005
Raise
2006
Raise
2007
Raise
2008
Raise
2009
Raise
2010
Raise
Cumulative Raise Since 1994
Atlanta 1.03 1.04 1.63 1.15 1.10 0.70 1.25 1.10 0.74 19.29
Boston 1.33 1.30 1.78 1.31 1.29 0.83 1.30 1.23 0.82 24.80
Buffalo1 0.92 0.93 1.20 0.76 2.65 0.56 1.10 0.91 0.59 16.98
Chicago  1.45 1.41 1.87 0.76 2.24 0.54 1.15 1.09 0.63 25.10
Cincinnati  1.24 3.24 1.48 0.86 0.92 0.26 0.34 0.45 0.27 18.55
Cleveland  1.10 1.09 1.51 1.00 1.05 0.48 1.02 0.92 0.52 18.68
Columbus, Ohio  1.03 1.01 1.25 0.76 0.78 0.13 0.71 0.73 0.54 17.16
Dallas–Fort Worth  1.12 1.12 1.60 1.10 1.17 0.83 1.22 1.05 0.72 20.67
Dayton  0.97 0.99 1.26 0.76 0.88 0.39 0.89 0.57 0.34 16.24
Denver  1.33 1.30 1.69 1.23 1.24 0.45 0.86 0.85 0.49 22.52
Detroit  1.44 1.40 1.81 1.17 1.13 0.45 0.84 0.86 0.53 24.09
Hartford  1.34 1.31 2.05 1.43 1.52 0.96 1.28 0.92 0.74 25.82
Houston  1.73 1.67 2.22 1.36 1.31 0.23 0.60 0.72 0.43 28.71
Huntsville  0.92 0.93 1.33 0.86 0.84 0.22 0.57 1.11 0.56 16.02
Indianapolis  0.92 0.93 1.20 0.83 0.77 0.14 0.46 0.65 0.45 14.68
Los Angeles  1.52 1.47 2.04 1.37 1.28 0.70 1.02 1.03 0.65 27.16
Miami  1.27 1.25 1.56 1.09 0.94 0.40 0.70 0.95 0.58 20.79
Milwaukee  1.08 1.08 1.33 0.89 1.01 0.71 1.06 0.81 0.45 18.10
Minneapolis  1.18 1.18 1.74 1.11 1.16 0.75 1.09 0.80 0.60 20.96
New York  1.47 1.43 2.16 1.46 1.67 1.32 1.47 1.30 0.76 28.72
Philadelphia  1.22 1.21 1.71 1.20 1.20 0.70 1.11 0.95 0.54 21.79
Phoenix1 0.92 0.93 1.20 0.76 0.85 0.51 1.38 1.20 0.68 16.76
Pittsburgh  0.94 0.94 1.30 0.86 0.85 0.31 0.69 0.83 0.51 16.37
Portland, Ore.  1.24 1.23 1.56 1.11 1.08 0.41 0.95 0.86 0.64 20.35
Raleigh, N.C.1 0.92 0.93 1.20 0.76 3.52 0.54 0.56 0.49 0.26 17.64
Richmond, Va.  1.02 1.02 1.28 0.93 0.90 0.23 0.89 0.62 0.37 16.47
Sacramento  1.18 1.2 1.71 1.18 2.23 0.93 1.09 1.10 0.67 22.20
San Diego  1.29 1.25 1.88 1.34 1.31 0.98 1.41 1.21 0.75 24.19
San Francisco  1.82 1.77 2.65 1.80 1.85 1.30 1.73 1.41 0.80 35.15
Seattle  1.24 1.24 1.83 1.26 1.23 0.56 1.01 1.13 0.75 21.81
Washington, D.C.  1.17 1.17 1.72 1.21 1.34 0.94 1.99 1.88 1.12 24.22
Rest of U.S.  0.92 0.93 1.20 0.76 0.73 0.11 0.49 0.62 0.30 14.16
To calculate the actual increase awarded federal employees each year, national raises (see the “General Schedule Pay Raises Since 1958” table) must be added to the pertinent locality amounts listed here. See text in GS Annual Increases: Background for information on areas outside the contiguous 48 states.
No raise in 2011.
1. New locality in 2006. Part of RUS previously.

GS employees in non-foreign areas outside the contiguous 48 states traditionally received special allowances in lieu of locality pay. However, locality pay is being phased in for those employees to replace those allowances over 2010-2012 (see Non-Foreign Area Allowances and Differentials in Section 4 of this chapter). Under rules at 5 CFR Part 531, effective in 2011 Alaska and Hawaii were established as separate locality pay areas, while the RUS rate was applied to the other non-foreign areas. These changes had little practical impact for 2011 and 2012 because of the federal salary schedule freeze for those two years.

Employees in foreign areas do not receive locality pay but may be eligible for various types of allowances. See Overseas Employment in Chapter 8, Section 1.

Note: See Chapter 8, Section 7 for information about alternative pay systems.

GS Locality Pay Procedures

The locality pay determination procedure starts with ongoing studies designed to calculate the pay gaps in each of the designated pay areas, plus the RUS locality, on which the raises are based. These surveys are done by the Bureau of Labor Statistics of more than 100 occupational levels for pay comparability between federal and non-federal employment.

Each year the Federal Salary Council, a group made up of agency and labor union representatives and compensation experts, submits recommendations on local pay gaps to the President's Pay Agent, which consists of the Secretary of Labor, Director of the Office of Management and Budget, and the Director of the Office of Personnel Management. The Pay Agent decides the pay areas and reports on pay gaps to the President, recommending raises. The President then formally announces the raises payable within the overall percentage set by appropriations law, with payouts apportioned among localities according to the pay gap data.

The council also makes recommendations to the Pay Agent on issues including: setting locality boundary lines, using criteria including local labor markets, commuting patterns and the practices of other employers; adding to a locality an area adjacent to it; creation of new localities or the dropping of existing ones; and the treatment of facilities that cross boundaries. Annual reports of the Salary Council and the Pay Agent, including detailed explanations of the methods used in comparing federal and non-federal pay, are at www.opm.gov/oca.

To determine an employee's locality rate, agencies increase the employee's "scheduled annual rate of pay" by the locality pay percentage authorized by the President for the locality pay area in which the employee's official worksite is located. The "scheduled annual rate of pay" consists of: the General Schedule rate of basic pay for the employee's grade and step (or relative position in the rate range), excluding additional pay of any kind such as locality payments or special rate supplements; a special base rate for law enforcement officers (LEOs) under section 403 of the Federal Employees Pay Comparability Act of 1990 (FEPCA); or for an employee in a category of positions described in 5 U.S.C. 5304(h)(1)(A)-(D) for which the President (or designee) has authorized locality payments under 5 U.S.C. 5304(h)(2); the annual rate of pay fixed by law or administrative action, exclusive of any locality-based adjustments (including adjustments equivalent to local special rate supplements under 5 CFR 530, subpart C) or other additional pay of any kind.

Locality pay is considered in applying various pay-setting rules (for example, maximum payable rate, promotion, transfer, or pay retention). A locality rate may not be paid on top of a retained rate, and an employee's entitlement to a special rate is eliminated if the employee is entitled to a higher rate of basic pay, such as a locality rate.

Locality pay is considered basic pay for purposes of: retirement deductions and benefits; life insurance premiums and benefits; premium pay and premium pay limitations; severance pay; advances in pay; lump-sum payments for accrued and accumulated annual leave; post differentials under 5 U.S.C. 5925(a) and danger pay allowances under 5 U.S.C. 5928 under certain circumstances; recruitment, relocation, and retention incentive payments, supervisory differentials, and extended assignment incentives; performance-based cash awards when such awards are computed as a percentage of an employee's rate of basic pay; GS pay administration provisions (for example, GS promotion provisions) to the extent provided in 5 CFR Part 531, subpart B; pay administration provisions for prevailing rate employees which consider rates of basic pay under the GS pay system in setting pay under certain circumstances; grade and pay retention to the extent provided in 5 CFR Part 536; and for other provisions as specified in other statutes or OPM regulations, and payments or benefits equivalent to those listed above under other legal authorities.

Eligibility for locality pay is based on where an employee works, not on where he or she lives. Locality pay entitlement does not transfer with an employee who moves from one pay zone to another. Relocating employees receive the rate of pay applying in their new duty stations. Employees on details to a different pay area continue receiving their current salaries while on such assignments. The key is the employee's official duty station of record--the employee receives the salary paid there.

Employees who receive special pay rates that exceed what they would get under the locality pay formula continue to receive the full amount of their special adjustments. They do not get extra pay due to locality increases until the locality pay in their areas exceeds any special rates they already are receiving, at which time the special rate becomes moot.

The pay law allows, but does not require, the President to extend locality pay to certain categories of employees not in the General Schedule. These include administrative law judges, contract appeals board members, and Executive Branch positions where the rate of basic pay is capped at the pay rate authorized for Level IV of the Executive Schedule. In practice, Presidents have granted eligible employees the same locality increases as GS employees since the system's creation.

The President may not extend the locality payments to positions under the Executive Schedule, senior executives, employees paid under the federal wage system, overseas employees, or to certain other workers designated as "critical." Employees in senior level and senior scientific and technical positions were eligible for locality pay until a change in pay law for them that took effect in 2009. See Other High-Level Systems in Section 1 of this chapter.

GS Locality Pay Boundaries

The boundaries for the General Schedule locality pay system generally follow the lines of metropolitan statistical areas and consolidated metropolitan statistical areas. (These are standard government measures used for many purposes.) In some cases, jurisdictions that lie just outside such areas are included because of the large numbers of federal employees working there and the high rate of commuting between the core and adjacent areas--so-called "areas of application."

Metropolitan areas are designated because of their numbers of federal employees, not because of the overall population. Thus, some larger cities with small federal populations fall in the RUS locality, while some smaller cities that have a large federal presence have rates specific to them. Following are the current boundaries for the locality pay areas. With the exceptions of Alaska and Hawaii, the names of the localities are those of the statistical areas that are the core of each area.

Alaska: The state of Alaska

Atlanta-Sandy Springs-Gainesville: In Georgia, Counties of Barrow, Bartow, Butts, Carroll, Chambers, Cherokee, Clayton, Cobb, Coweta, Dawson, DeKalb, Douglas, Fayette, Forsyth, Fulton, Gwinnett, Hall, Haralson, Heard, Henry, Jasper, Lamar, Meriwether, Newton, Paulding, Pickens, Pike, Polk, Rockdale, Spalding, Troup, Upson, and Walton

In Alabama , Chambers County

Boston-Worcester-Manchester: In Massachusetts, Counties of Barnstable, Bristol, Essex, Middlesex, Norfolk, Plymouth, Suffolk, and Worcester

In New Hampshire , Counties of Belknap, Hillsborough, Merrimack, Rockingham, and Strafford

In Rhode Island , Counties of Bristol, Kent, Newport, Providence, and Washington

In Maine , part of York County

Buffalo-Niagara-Cattaraugus: Counties of Cattaraugus, Erie, and Niagara

Chicago-Naperville-Michigan City: In Illinois, Counties of Cook, DeKalb, DuPage, Grundy, Kane, Kankakee, Kendall, Lake, McHenry, and Will

In Indiana , Counties of Jasper, Lake, LaPorte, Newton, and Porter

In Wisconsin , Kenosha County

Cincinnati-Middletown-Wilmington: In Ohio, Counties of Brown, Butler, Clermont, Clinton, Hamilton, and Warren

In Kentucky , Counties of Boone, Bracken, Campbell, Gallatin, Grant, Kenton, and Pendleton

In Indiana , Dearborn, Franklin, and Ohio Counties

Cleveland-Akron-Elyria: Counties of Ashtabula, Cuyahoga, Geauga, Lake, Lorain, Medina, Portage, and Summit

Columbus-Marion-Chillicothe: Counties of Delaware, Fairfield, Fayette, Franklin, Knox, Licking, Madison Marion, Morrow, Pickaway, Ross, and Union

Dallas-Fort Worth: Counties of Collin, Cooke, Dallas, Delta, Denton, Ellis, Fannin, Grayson, Henderson, Hood, Hunt, Johnson, Kaufman, Palo Pinto, Parker, Rockwall, Somervell, Tarrant, and Wise

Dayton-Springfield-Greenville: Counties of Champaign, Clark, Darke, Greene, Miami, Montgomery, and Preble

Denver-Aurora-Boulder: Counties of Adams, Arapahoe, Boulder, Broomfield Clear Creek, Denver, Douglas, Elbert, Gilpin, Jefferson, Larimer, Park, and Weld

Detroit-Warren-Flint: Counties of Genesee, Lapeer, Lenawee, Livingston, Macomb, Monroe, Oakland, St. Clair, Washtenaw, and Wayne

Hartford-West Hartford-Willimantic: In Connecticut, Counties of Hartford, Middlesex, New London, Tolland, and Windham

In Massachusetts , Counties of Franklin, Hampden, and Hampshire

Hawaii: The state of Hawaii

Houston-Baytown-Huntsville: Counties of Austin, Brazoria, Chambers, Fort Bend, Galveston, Harris, Liberty, Matagorda, Montgomery, San Jacinto, Walker, and Waller

Huntsville-Decatur: Counties of Lawrence, Limestone, Madison, and Morgan

Indianapolis-Anderson-Columbus: Counties of Bartholomew, Boone, Brown, Grant, Hamilton, Hancock, Hendricks, Henry, Jennings, Johnson, Madison, Marion, Montgomery, Morgan, Putnam, and Shelby

Los Angeles-Long Beach-Riverside: Counties of Los Angeles, Orange, Riverside, San Bernardino, Santa Barbara, and Ventura. Also includes all of Edwards Air Force Base.

Miami-Ft. Lauderdale-Pompano Beach: Counties of Broward, Miami-Dade, Monroe, and Palm Beach

Milwaukee-Racine-Waukesha: Counties of Milwaukee, Ozaukee, Racine, Washington, and Waukesha

Minneapolis-St. Paul-St. Cloud: In Minnesota, Counties of Anoka, Benton, Carver, Chisago, Dakota, Goodhue, Hennepin, Isanti, McLeod, Ramsey, Rice, Scott, Sherburne, Stearns, Washington, and Wright

In Wisconsin , Pierce and St. Croix Counties

New York-Newark-Bridgeport: In New York, Counties of Bronx, Dutchess, Kings, Nassau, New York, Orange, Putnam, Queens, Richmond, Rockland, Suffolk, Ulster, and Westchester

In New Jersey , Counties of Bergen, Essex, Hudson, Hunterdon, Mercer, Middlesex, Monmouth, Morris, Ocean, Passaic, Somerset, Sussex, Union, and Warren. Also includes all of Joint Base McGuire-Dix-Lakehurst.

In Connecticut , Fairfield, Litchfield, and New Haven Counties

In Pennsylvania , Monroe and Pike Counties

Philadelphia-Camden-Vineland: In Pennsylvania, Counties of Berks, Bucks, Chester, Delaware, Montgomery, and Philadelphia

In New Jersey , Counties of Atlantic, Burlington (except for portions there of Joint Base McGuire-Dix-Lakehurst, all which is in the New York-Newark-Bridgeport locality), Camden, Cape May, Cumberland, Gloucester, and Salem

In Delaware , Kent and New Castle Counties

In Maryland , Cecil County

Phoenix-Mesa-Scottsdale: Maricopa and Pinal Counties

Pittsburgh-New Castle: Counties of Allegheny, Armstrong, Beaver, Butler, Fayette, Lawrence, Washington, and Westmoreland

Portland-Vancouver-Hillsboro: In Oregon, Counties of Clackamas, Columbia, Marion, Multnomah, Polk, Washington, and Yamhill

In Washington , Clark and Skamania Counties

Raleigh-Durham-Cary: Counties of Chatham, Durham, Franklin, Harnett, Johnston, Orange, Person, and Wake, and the Federal Correctional Complex at Butner, N.C.

Richmond: Counties of Amelia, Caroline, Charles City, Chesterfield, Cumberland, Dinwiddie, Goochland, Hanover, Henrico, King and Queen, King William, Louisa, New Kent, Powhatan, Prince George, and Sussex, cities of Colonial Heights, Hopewell, Petersburg, and Richmond

Sacramento-Arden-Arcade-Yuba City: In California, El Dorado, Nevada, Placer, Sacramento, Sutter, Yolo, and Yuba Counties

In Nevada , Counties of Douglas and Carson City

San Diego-Carlsbad-San Marcos: San Diego County

San Jose-San Francisco-Oakland: Counties of Alameda, Contra Costa, Marin, Monterey, Napa, San Benito, San Francisco, San Joaquin, San Mateo, Santa Clara, Santa Cruz, Solano, and Sonoma

Seattle-Tacoma-Olympia: Counties of Island, King, Kitsap, Mason, Pierce, Skagit, Snohomish, Thurston, and Whatcom

Washington-Baltimore-Northern Virginia: District of Columbia

In Maryland , the Counties of Anne Arundel, Baltimore, Calvert, Carroll, Charles, Frederick, Harford, Howard, Montgomery, Prince George's, Queen Anne's, St. Mary's, and Washington and Baltimore city

In Virginia , the Counties of Arlington, Clarke, Culpeper, Fairfax, Fauquier, Frederick, King George, Loudon, Prince William, Spotsylvania, Stafford, Warren and the cities of Alexandria, Fairfax, Falls Church, Fredericksburg, Manassas, Manassas Park, and the city of Winchester

In Pennsylvania , Adams and York Counties

In West Virginia , the Counties of Berkeley, Hampshire, Jefferson, and Morgan

Rest of U.S. (RUS): Portions of the contiguous states

Other Non-Foreign Areas: U.S. territories and possessions


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