5 CFR Part 532
5 CFR Part 532
PART 532—PREVAILING RATE SYSTEMS
Chapter I—Office of Personnel Management › Subchapter B—Civil Service Regulations
Subpart A—General Provisions
§ 532.101 Scope.
This part provides common policies, systems, and practices for uniform application by all agencies subject to section 5342 of title 5, United States Code, in fixing pay for prevailing rate employees as nearly as is consistent with the public interest in accordance with prevailing rates.
§ 532.103 Coverage.
The provisions of this part shall apply to prevailing rate employees and agencies covered by section 5342 of title 5, United States Code.
§ 532.105 Pay-fixing authority.
The head of each agency shall authorize application of the rates established by the lead agency or the Office of Personnel Management (OPM) to prevailing rate employees within the appropriate wage area, in accordance with the provisions of this part.
Subpart B—Prevailing Rate Determinations
§ 532.201 Definitions.
For the purposes of this part:
Full-scale survey means a survey conducted at least every 2 years in which data are collected from a current sampling of establishments in the private sector by personal visit of data collectors. With the unanimous consent of the members of a Local Wage Survey Committee, data may also be obtained from a private sector establishment or establishments during a full-scale wage survey by telephone, mail, or electronic means.
Host activity is the local Federal activity designated by the lead agency to obtain employment statistics from other Federal activities in the wage area and to provide support facilities and clerical assistance for the wage survey.
Lead agency means the agency designated by the Office of Personnel Management to plan and conduct wage surveys, analyze wage survey data, and determine and issue required wage schedules for a wage area.
Survey area means that part of the wage area where the private enterprise establishments included in the wage survey are located.
Wage area means that geographic area within which a single set of regular wage schedules is applied uniformly by Federal installations to covered occupations.
Wage change survey means a survey in which rate change data are collected from the same establishments and for the same establishment occupations represented in the full-scale survey. These data may be collected by telephone, mail, electronic means, or personal visit.
§ 532.203 Structure of regular wage schedules.
(a) Each nonsupervisory and leader regular wage schedule shall have 15 grades, which shall be designated as follows:
(1) WG means an appropriated fund nonsupervisory grade;
(2) WL means an appropriated fund leader grade;
(3) NA means a nonappropriated fund nonsupervisory grade; and
(4) NL means a nonappropriated fund leader grade.
(b) Each supervisory regular wage schedule shall have 19 grades, which shall be designated as follows:
(1) WS means an appropriated fund supervisory grade; and
(2) NS means a nonappropriated fund supervisory grade.
(c) The step 2 or payline rate for each grade of a leader regular wage schedule shall be equal to 110 percent of the rate for step 2 of the corresponding grade of the nonsupervisory regular wage schedule for the area.
(d) The step 2 or payline rate for each grade of an appropriated fund supervisory regular wage schedule shall be:
(1) For grades WS-1 through WS-10, equal to the rate for step 2 of the corresponding grade of the nonsupervisory regular wage schedule for the area, plus 30 percent of the rate for step 2 of WG-10;
(2) For grades WS-11 through WS-18, the second rate of WS-10, plus 5, 11.5, 19.6, 29.2, 40.3, 52.9, 67.1, and 82.8 percent, respectively, of the difference between the step 2 rates of WS-10 and WS-19; and
(3) For grade WS-19, the third rate in effect for General Schedule grade GS-14 at the time of the area wage schedule adjustment. The WS-19 rate shall include any cost of living allowance payable for the area under 5 U.S.C. 5941.
(e) The step 2 or payline rate for each grade of a nonappropriated fund supervisory regular wage schedule shall be:
(1) For grades NS-1 through NS-8, equal to the rate for step 2 of the corresponding grade of the nonsupervisory regular wage schedule for the area, plus 20 percent of the rate for step 2 of NA-8;
(2) For grades NS-9 through NS-15, equal to 120 percent of the rate for step 2 of the corresponding grade of the nonsupervisory regular wage schedule for the area;
(3) For grades NS-16 through NS-19, the rates will be 25, 30, 35 and 40 percent, respectively, above the step 2 rate of NA-15;
(f) The number of within-grade steps and the differentials between steps for each nonsupervisory grade on a regular wage schedule shall be established in accordance with 5 U.S.C. 5343(e)(1). Each grade on a leader and supervisory regular wage schedule shall have 5 within-grade steps with step 2 set according to paragraphs (c), (d), or (e) of this section, as appropriate, and—
(1) Step 1 set at 96 percent of the step 2 rate;
(2) Step 3 set at 104 percent of the step 2 rate;
(3) Step 4 set at 108 percent of the step 2 rate; and
(4) Step 5 set at 112 percent of the step 2 rate.
§ 532.205 The use of Federal, State, and local minimum wage requirements in determining prevailing rates.
(a) Wage schedules, including special schedules, shall not include any rates of pay less than the higher of:
(1) The minimum rate prescribed by section 6(a)(1) of the Fair Labor Standards Act of 1938, as amended, or
(2) The highest State or local minimum wage rate in the local wage area which is applicable to the private industry counterparts of the single largest Federal industry/occupation in the wage area.
(b) Wage data below the minimum wage rates prescribed by section 6(a)(1) of the Fair Labor Standards Act of 1938, as amended, shall not be used in determining prevailing rates.
(c) Adjustments to regular wage schedules to comply with the minimum wage rate determined to be applicable under paragraph (a) of this section shall be computed as follows:
(1) The step 2 rate of grade 1 of the nonsupervisory wage schedule shall be set at a rate which, upon application of the 4 percent step-rate differential, provides a step 1 rate which is equal to the applicable minimum wage rate.
(2) An intergrade differential shall be determined as 5 percent of the rate established as the step 2 rate of grade 1, rounded to the nearest whole cent. This intergrade differential shall be added to the step 2 rate of each grade, beginning with grade 1, to determine the step 2 rate for the succeeding grade until the grade is reached at which the step 2 rate established through the wage survey process equals or exceeds the rate determined under this procedure. Rates of all grades above that point shall be computed in accordance with § 532.221(b) of this subpart.
(3) Steps 1, 3, 4, and 5 of each grade adjusted under paragraph (c) of this section shall be set at 96, 104, 108, and 112 percent of the step 2 rate, respectively.
(4) The leader and supervisory wage schedule grades corresponding to each nonsupervisory grade adjusted under paragraph (c) of this section shall be constructed in accordance with the procedures of § 532.203 of this subpart, on the basis of the step 2 rates established under this paragraph for the nonsupervisory wage schedule grades.
(d) All wage schedule adjustments made under this section shall be effective on the effective date of the applicable minimum wage rate.
§ 532.207 Time schedule for wage surveys.
(a) Wage surveys shall be conducted on a 2-year cycle at annual intervals.
(b) A full-scale survey shall be made in the first year of the 2-year cycle and shall include development of a current sample of establishments and the collection of wage data by visits to establishments. With the unanimous consent of the members of a Local Wage Survey Committee, data may also be obtained from a private sector establishment or establishments during a full-scale wage survey by telephone, mail, or electronic means.
(c) A wage-change survey shall be made every other year using only the same employers, occupations, survey jobs, and establishment weights used in the preceding full-scale survey. Data may be collected by telephone, mail, electronic means, or personal contact.
(d) Scheduling of surveys shall take into consideration the following criteria:
(1) The best timing in relation to wage adjustments in the principal local private enterprise establishments;
(2) Reasonable distribution of workload of the lead agency;
(3) The timing of surveys for nearby or selected wage areas; and
(4) Scheduling relationships with other pay surveys.
(e) The Office of Personnel Management may authorize adjustments in the normal cycle as requested by the lead agency and based on the criteria in paragraph (d) of this section or to accommodate special studies or adjustments consistent with determining local prevailing rates.
(f) The beginning month of appropriated and nonappropriated fund wage surveys and the fiscal year during which full-scale surveys will be conducted are set out as appendices A and B to this subpart and are incorporated in and made part of this section.
§ 532.209 Lead agency.
(a) The Office of Personnel Management shall select a lead agency for each appropriated and nonappropriated fund wage area based on the number of agency employees covered by the regular wage schedule for that area and the capability of the agency in providing administrative and clerical support at the local level necessary to conduct a wage survey.
(b) OPM may authorize exceptions to these criteria where this will improve the administration of the local wage survey.
(c) The listing in appendix A to this subpart shows the lead agency for each appropriated fund wage area. The Department of Defense is the lead agency for each nonappropriated fund wage area.
§ 532.211 Criteria for appropriated fund wage areas.
(a) Each wage area shall consist of one or more survey areas along with nonsurvey areas, if any.
(1) Survey area. A survey area is composed of the counties, parishes, cities, townships, or similar geographic entities in which survey data are collected. Survey areas are established and maintained where there are a minimum of 100 or more wage employees subject to a regular wage schedule and those employees are located close to concentrations of private sector employment such as found in a Combined Statistical Area or Metropolitan Statistical Area.
(2) Nonsurvey area. Nonsurvey counties, parishes, cities, townships, or similar geographic entities may be combined with the survey area(s) to form the wage area through consideration of criteria including local commuting patterns such as employment interchange measures, distance, transportation facilities, geographic features; similarities in overall population, employment, and the kinds and sizes of private industrial establishments; and other factors relevant to the process of determining and establishing rates of pay for wage employees at prevailing wage levels.
(b) Wage areas shall include wherever possible a recognized economic community such as a Combined Statistical Area, a Metropolitan Statistical Area, or a political unit such as a county. Two or more economic communities or political units, or both, may be combined to constitute a single wage area; however, except in unusual circumstances and as an exception to the criteria, an individually defined Combined Statistical Area, Metropolitan Statistical Area, county or similar geographic entity shall not be subdivided for the purpose of defining a wage area.
(c) Except as provided in paragraph (a) of this section, wage areas shall be established and maintained when:
(1) There is a minimum of 100 wage employees subject to the regular schedule and the lead agency indicates that a local installation has the capacity to do the survey; and
(2) There is, within a reasonable commuting distance of the concentration of Federal employment:
(i) A minimum of either 20 establishments within survey specifications having at least 50 employees each; or 10 establishments having at least 50 employees each, with a combined total of 1,500 employees; and
(ii) The total private enterprise employment in the industries surveyed in the survey area is at least twice the Federal wage employment in the survey area.
(d)(1) Adjacent economic communities or political units meeting the separate wage area criteria in paragraphs (b) and (c) of this section may be combined through consideration of local commuting patterns such as employment interchange measures, distance, transportation facilities, geographic features; similarities in overall population, employment, and the kinds and sizes of private industrial establishments; and other factors relevant to the process of determining and establishing rates of pay for wage employees at prevailing wage levels.
(2) When two wage areas are combined, the survey area of either or both may be used, depending on the concentrations of Federal and private employment and locations of establishments, the proximity of the survey areas to each other, and the extent of economic similarities or differences as indicated by relative levels of wage rates in each of the potential survey areas.
(e) Appropriated fund wage and survey area definitions are set out as appendix C to this subpart and are incorporated in and made part of this section.
(f) A single contiguous military installation defined as a Joint Base that will otherwise overlap two separate wage areas shall be included in only a single wage area. The wage area of such a Joint Base shall be defined to be the wage area with the most favorable payline based on an analysis of the simple average of the 15 nonsupervisory second step rates on each one of the regular wage schedules applicable in the otherwise overlapped wage areas.
§ 532.213 Industries included in regular appropriated fund wage surveys.
(a) The lead agency must include the industries in the following North American Industry Classification System (NAICS) codes in all regular appropriated fund wage surveys:
| 2022 NAICS codes | 2022 NAICS industry titles |
|---|---|
| 311 through 339 (except 323) | All manufacturing classes except printing and related support activities (NAICS 323). |
| 221 | Utilities. |
| 481 | Air transportation. |
| 482 | Rail transportation. |
| 484 | Truck transportation. |
| 485 (except 4853) | Transit and ground passenger transportation except taxi and limousine service (NAICS 4853). |
| 487 (except 4872) | Scenic and sightseeing transportation except scenic and sightseeing transportation, water (NAICS 4872). |
| 488 (except 4883 and 4884) | Support activities for transportation except support activities for water transportation (NAICS 4883) and support activities for road transportation (NAICS 4884). |
| 492 | Couriers and messengers. |
| 493 | Warehousing and storage. |
| 516 | * Broadcasting and content providers. |
| 517 | Telecommunications. |
| 5621 | Waste collection. |
| 5622 | Waste Treatment and Disposal. |
| 423 | Merchant wholesalers, durable goods. |
| 424 | Merchant wholesalers, nondurable goods. |
(b) A lead agency may add other industry classes to a regular survey in an area where these industries account for significant proportions of local private employment of the kinds and levels found in local Federal employment.
(c) Specifically excluded from all wage surveys for regular wage schedules are food service and laundry establishments and industries having peculiar employment conditions that directly affect the wage rates paid and that are the basis for special wage surveys.
§ 532.215 Establishments included in regular appropriated fund surveys.
(a) All establishments having a total employment of 50 or more employees in the prescribed industries within a survey area shall be included within the survey universe. On rare occasions and as an exception to the rule, OPM may authorize lower minimum size levels based on a recommendation of the lead agency for the wage area.
(b) Establishments to be covered in surveys shall be selected under standard probability sample selection procedures. In areas with relatively few establishments, surveys shall cover all establishments within the prescribed industry and size groups.
(c) A lead agency may not delete from a survey an establishment properly included in an establishment list drawn under statistical sampling procedures.
§ 532.217 Appropriated fund survey jobs.
(a) A lead agency shall survey the following required jobs:
| Job title | Job grade |
|---|---|
| Janitor (Light) | 1 |
| Janitor (Heavy) | 2 |
| Material Handler | 2 |
| Maintenance Laborer | 3 |
| Packer | 4 |
| Warehouse Worker | 5 |
| Forklift Operator | 5 |
| Material Handling Equipment Operator | 5 |
| Truckdriver (Medium) | 6 |
| Truckdriver (Heavy) | 7 |
| Machine Tool Operator II | 8 |
| Machine Tool Operator I | 9 |
| Carpenter | 9 |
| Electrician | 10 |
| Automotive Mechanic | 10 |
| Sheet Metal Mechanic | 10 |
| Pipefitter | 10 |
| Welder | 10 |
| Machinist | 10 |
| Electronics Mechanic | 11 |
| Toolmaker | 13 |
(b) A lead agency may not omit a required survey job from a regular schedule wage survey.
(c) A lead agency may survey the following jobs on an optional basis:
| Job title | Job grade |
|---|---|
| Aircraft Structures Assembler B | 7 |
| Aircraft Structures Assembler A | 9 |
| Aircraft Mechanic | 10 |
| Electrician, Ship | 10 |
| Pipefitter, Ship | 10 |
| Shipfitter | 10 |
| Shipwright | 10 |
| Machinist, Marine | 10 |
| Cable Splicer (Electric) | 10 |
| Electrical Lineman | 10 |
| Electrician (Powerplant) | 10 |
| Telephone Installer-Repairer | 9 |
| Central Office Repairer | 11 |
| Heavy Mobile Equipment Mechanic | 10 |
| Heavy Mobile Equipment Operator | 10 |
| Air Conditioning Mechanic | 10 |
| Rigger | 10 |
| Trailer Truck Driver | 8 |
| Tool Crib Attendant | 6 |
| Painter (Finish) | 9 |
| Light Vehicle Operator | 5 |
| Helper (Trades) | 5 |
| Boiler Plant Operator | 10 |
| Meat Cutter | 8 |
| Equipment Mechanic | 10 |
| Boom Crane Operator | 9 |
| Boom Crane Operator (Precision) | 11 |
| Tool and Parts Attendant | 4 |
| Painter (Rough) | 7 |
| Electronic Industrial Controls Mechanic | 11 |
| Electronic Test Equipment Repairer | 11 |
| Electronic Computer Mechanic | 11 |
| Television Station Mechanic | 11 |
| Maintenance Mechanic | 10 |
(d) A lead agency may add the following survey jobs to the survey when the Hospital industry is included in the survey:
| Job title | Job grade |
|---|---|
| Laundry Worker | 1 |
| Food Service Worker | 2 |
| Cook | 8 |
(e) A lead agency must obtain prior approval of OPM to add a job not authorized under paragraph (a), (c), or (d) of this section.
§ 532.219 Criteria for establishing nonappropriated fund wage areas.
(a) Each wage area shall consist of one or more survey areas along with nonsurvey areas, if any, having nonappropriated fund employees.
(1) Survey area: A survey area is composed of the counties, parishes, cities, or townships in which survey data are collected.
(2) Nonsurvey area: Nonsurvey counties, parishes, or townships may be combined with the survey area to form the wage area through consideration of the criteria in paragraph (c) of this section.
(b) Wage areas shall be established when:
(1) There is a minimum of 26 NAF wage employees in the survey area and local activities have the capability to do the survey; and
(2) There is within the survey area a minimum of 1,800 private enterprise employees in establishments within survey specifications.
(c)(1) Two or more counties may be combined to constitute a single wage area through consideration of:
(i) Proximity of largest activity in each county;
(ii) Transportation facilities and commuting patterns; and
(iii) Similarities of the counties in:
(A) Overall population;
(B) Private employment in major industry categories; and
(C) Kinds and sizes of private industrial establishments.
(2) Generally, the criteria listed in paragraph (c)(1) of this section are considered in the order listed.
(d) The nonappropriated fund wage and survey area definitions are set out as appendix D to this subpart and are incorporated in and made part of this section.
§ 532.221 Industries included in regular nonappropriated fund surveys.
(a) The lead agency must include the following North American Industry Classification System (NAICS) codes in all regular nonappropriated fund wage surveys:
| 2022 NAICS codes | 2022 NAICS industry titles |
|---|---|
| 42312 | Motor vehicle supplies and new parts merchant wholesalers. |
| 4232 | Furniture and home furnishing merchant wholesalers. |
| 42362 | Electrical and electronic appliance, television, and radio set merchant wholesalers. |
| 42369 | Other electronic parts and equipment merchant wholesalers. |
| 42371 | Hardware merchant wholesalers. |
| 42391 | Sporting and recreational goods and supplies merchant wholesalers. |
| 42399 | Other miscellaneous durable goods merchant wholesalers. |
| 4241 | Paper and paper product merchant wholesalers. |
| 42421 | Drugs and druggists' sundries merchant wholesalers. |
| 4243 | Apparel, piece goods, and notions merchant wholesalers. |
| 42445 | Confectionery merchant wholesalers. |
| 4247 | Petroleum and petroleum products merchant wholesalers. |
| 4249 | Miscellaneous nondurable goods merchant wholesalers. |
| 44134 | Tire dealers. |
| 44411 | Home centers. |
| 449210 | Electronics and appliance retailers. |
| 4551 | Department stores. |
| 4552 | Warehouse clubs, supercenters, and other general merchandise retailers. |
| 45611 | Pharmacies and drug stores. |
| 4571 | Gasoline stations. |
| 45811 | Clothing and clothing accessories retailers. |
| 45941 | Office supplies and stationery retailers. |
| 71391 | Golf courses and country clubs. |
| 71395 | Bowling centers. |
| 72111 | Hotels (except casino hotels) and motels. |
| 7224 | Drinking places (alcoholic beverages). |
| 7225 | Restaurants and other eating places. |
(b) A lead agency may add other industry classes from within the wholesale, retail, and service industry divisions in an area where these industries account for significant proportions of local private employment of the kinds and levels found in local NAF employment.
(c) Additional industries shall be defined in terms of entire industry classes (fourth digit breakdown).
§ 532.223 Establishments included in regular nonappropriated fund surveys.
(a) All establishments having 20 or more employees in the prescribed industries within a survey area must be included in the survey universe. Establishments in NAICS codes 4571, 71391, and 71395 must be included in the survey universe if they have eight or more employees.
(b) Establishment selection procedures are the same as those prescribed for appropriated fund surveys in paragraphs (b) and (c) of § 532.213 of this subpart.
§ 532.225 Nonappropriated fund survey jobs.
(a) A lead agency shall survey the following required jobs:
| Job title | Job grade |
|---|---|
| Janitor (Light) | 1 |
| Food Service Worker | 1 |
| Food Service Worker | 2 |
| Fast Food Worker | 2 |
| Janitor | 2 |
| Laborer (Light) | 2 |
| Laborer (Heavy) | 3 |
| Service Station Attendant | 3 |
| Stock Handler | 4 |
| Short Order Cook | 5 |
| Materials Handling Equipment Operator | 5 |
| Warehouseman | 5 |
| Service Station Attendant | 5 |
| Truck Driver (Light) | 5 |
| Truck Driver (Medium) | 6 |
| Truck Driver (Heavy) | 7 |
| Cook | 8 |
| Carpenter | 9 |
| Painter | 9 |
| Automotive Mechanic | 10 |
| Electrician | 10 |
(b) A lead agency may not omit a required survey job from a regular schedule wage survey.
(c) A lead agency may survey the following jobs on an optional basis:
| Job title | Job grade |
|---|---|
| Service Station Attendant | 1 |
| Groundskeeper | 4 |
| Grill Attendant | 4 |
| Tractor Operator | 6 |
| Bowling Equipment Mechanic | 7 |
| Building Maintenance Worker | 7 |
| Vending Machine Mechanic | 8 |
| Building Maintenance Worker | 8 |
| Air Conditioning Equipment Mechanic | 8 |
| Truck Driver (Trailer) | 8 |
| Air Conditioning Equipment Mechanic | 10 |
(d) A lead agency must obtain prior approval of OPM to add a job not listed under paragraph (a) or (c) of this section.
§ 532.227 Agency wage committee.
(a) Each lead agency shall establish an agency wage committee for the purpose of considering matters relating to the conduct of wage surveys, the establishment of wage schedules and making recommendations thereon to the lead agency.
(b) The Agency Wage Committee shall consist of five members, with the chairperson and two members designated by the head of the lead agency, and the remaining two members designated as follows:
(1) For the Department of Defense Wage Committee, one member shall be designated by each of the two labor organizations having the largest number of wage employees covered by exclusive recognition in the Department of Defense; and
(2) For other lead agencies, two members shall be designated by the labor organization having the largest number of wage employees by exclusive recognition in the agency.
(c) Recommendations of agency wage committees shall be developed by majority vote. Any member of an agency wage committee may submit a minority report to the lead agency along with the recommendations of the committee.
§ 532.229 Local wage survey committee.
(a)(1) A lead agency shall establish a local wage survey committee in each wage area for which it has lead agency responsibility and in which a labor organization represents, by exclusive recognition, wage employees subject to the wage schedules for which the survey is conducted.
(2) The local wage survey committee shall assist the lead agency in the conduct of wage surveys and make recommendations to the lead agency thereon.
(b)(1) Local wage survey committees shall consist of three members, with the chairperson and one member recommended by Federal agencies and designated by the lead agency, and one member recommended by the labor organization having the largest number of wage employees under the regular wage schedule who are under exclusive recognition in the wage area.
(2) All members of local wage survey committees for appropriated fund surveys shall be Federal employees appointed by their employing agencies.
(3) Members for nonappropriated fund surveys shall be nonappropriated fund employees appointed by their employing agencies.
(4) The member recommended by the labor organization must be an employee of a Federal activity for appropriated fund surveys or nonappropriated fund activity for nonappropriated fund surveys who is covered by one of the regular wage schedules in the wage area in which the activity is located.
(5) In selecting and appointing employees recommended by labor organizations and by Federal agencies to serve as committee members, consideration shall be given to the requirement in the prevailing rate law for labor and agency representatives to participate in the wage survey process, the qualifications of the recommended employees, the need of the employees' work units for their presence on the job, and the prudent management of available financial and human resources. Employing agencies and activities shall cooperate and appoint the recommended employees unless exceptional circumstances prohibit their consideration. When the recommended employees cannot be appointed to serve as local wage survey committee members, the responsible lead agency or labor organization shall provide additional recommendations expeditiously to avoid any delay in the survey process.
(6) Employers shall cooperate and release appointed employees for committee proceedings unless the employers can demonstrate that exceptional circumstances directly related to the accomplishment of the work units' missions require their presence on their regular jobs. Employees serving as committee members are considered to be on official assignment to an interagency function, rather than on leave.
(c) A local wage survey committee shall be established before each full-scale wage survey. Responsibility for providing members shall remain with the same agency and the same labor organization until the next full-scale survey.
(d) Recommendations of local wage survey committees shall be developed by majority vote. Any member of a local wage survey committee may submit a minority report to the lead agency relating to any local wage survey committee majority recommendation.
(e) The lead agency shall establish the type of local wage survey organization it considers appropriate in a wage area which does not qualify for a local wage survey committee under paragraph (a) of this section.
§ 532.231 Responsibilities of participating organizations.
(a) The Office of Personnel Management:
(1) Defines the boundaries of wage and survey areas;
(2) Prescribes the required industries to be surveyed;
(3) Prescribes the required job coverage for surveys;
(4) Designates a lead agency for each wage area;
(5) Establishes, jointly with lead agencies, a nationwide schedule of wage surveys;
(6) Arranges for technical services with other Government agencies;
(7) Considers recommendations of the national headquarters of any agency or labor organization relating to the Office of Personnel Management's responsibilities for the Federal Wage System; and
(8) Establishes wage schedules and rates for prevailing rate employees who are United States citizens outside of the United States, District of Columbia, the Commonwealth of Puerto Rico, the Canal Zone, the Territories and Possessions of the United States, and the Trust Territory of the Pacific Islands.
(b) Federal Prevailing Rate Advisory Committee. This committee functions in accordance with the requirements set forth under section 5347 of title 5, United States Code.
(c) Employing agencies—(1) Heads of agencies. The head of an agency is responsible, within the policies and procedures of the Federal Wage System, for authorizing application of wage schedules developed by a lead agency and fixing and administering rates of pay for wage employees of his/her organization.
(2) Heads of local activities. The head of each activity in a wage area is responsible for providing employment information, wage survey committee members, the prescribed number of data collectors, and any other assistance needed to conduct local wage survey committee functions.
(d) Lead agencies are responsible for:
(1) Planning and conducting the wage survey for that area;
(2) Developing survey specifications and providing or arranging for the identification of establishments to be surveyed;
(3) Officially ordering wage surveys;
(4) Establishing wage schedules, applying wage schedules authorized by the head of the agency; and
(5) Referring pertinent matters to the agency wage committee and the Office of Personnel Management.
(e) Agency wage committees. As appropriate, agency wage committees consider and make recommendations to the lead agency on wage schedules and any matters involving survey specifications for full-scale surveys if the lead agency chooses not to accept recommendations of the local wage survey committee or those in a minority report filed by a local wage survey committee member.
(f) Local wage survey committees. The local wage survey committee plans and conducts the wage survey in the designated wage area.
§ 532.233 Preparation for full-scale wage surveys.
(a) The local wage survey committee, prior to each full-scale survey:
(1) Shall hold a public hearing to receive recommendations from interested parties concerning the area, industries, establishments and jobs to be covered in the wage survey.
(2) Shall prepare a summary of the hearings and submit it to the lead agency together with the committees' recommendations concerning the survey specifications prescribed in paragraph (c) of this section.
(3) May make any other recommendations concerning the local wage survey which it considers appropriate.
(b) The lead agency shall consider the local wage survey committee's report if:
(1) The lead agency proposes not to accept the recommendations of the local wage survey committee concerning the specifications of the local wage survey; or
(2) The local wage survey committee's report is accompanied by a minority report.
(c) The lead agency shall develop survey specifications after taking into consideration the reports and recommendations received from the local wage survey committee and, if applicable, the agency wage committee. The survey specifications shall include:
(1) The counties to be surveyed;
(2) The industries to be surveyed;
(3) The standard minimum size of establishments to be surveyed;
(4) Establishments to be surveyed with certainty; and
(5) The survey jobs.
(d) A list of establishments to be surveyed shall be prepared through use of statistical sampling techniques in accordance with the specifications developed by the lead agency. A copy of this list shall be forwarded to the local wage survey committee.
(e) Selection and appointment of data collectors. (1) The local wage survey committee, after consultation with the lead agency, shall determine the number of regular and alternate data collectors needed for the survey based upon the estimated number and location of establishments to be surveyed.
(2) Wage data for appropriated fund surveys shall be collected by teams consisting of one local Federal Wage System employee recommended by the committee member representing the qualifying labor organization and one Federal employee recommended by Federal agencies. The data collectors shall be selected and appointed by their employing agency.
(3) Wage data for nonappropriated fund surveys shall be collected by teams, each consisting of one local nonappropriated fund employee recommended by the committee member representing the qualifying labor organization and one nonappropriated fund employee recommended by nonappropriated fund activities. The data collectors shall be selected and appointed by their employing agency.
(4) The local wage survey committee shall provide employers with the names of employees recommended by labor organizations and by Federal agencies to serve as data collectors and shall indicate the number of regular and alternate data collectors to be selected and appointed by the employers.
(5) In selecting and appointing employees recommended by labor organizations and by Federal agencies to serve as data collectors, consideration shall be given to the requirement in the prevailing rate law for labor and agency representatives to participate in the wage survey process, the qualifications of the recommended employees, the need of the employees' work units for their presence on the job, and the prudent management of available financial and human resources. Employing agencies and activities shall cooperate and appoint the recommended employees unless exceptional circumstances prohibit their consideration. When the required number of employees cannot be appointed to serve as data collectors from among those recommended, the local wage survey committee shall obtain additional recommendations expeditiously to avoid any delay in the survey process.
(6) Employers shall cooperate and release appointed employees to serve as data collectors throughout the duration of the data collection period unless the employers can demonstrate that exceptional circumstances directly related to the accomplishment of the work units' missions require their presence on their regular jobs. Employees serving as data collectors are considered to be on official assignment to an interagency function, rather than on leave.
(f)(1) Each member of a local wage survey committee, each data collector, and any other person having access to data collected must retain this information in confidence, and is subject to disciplinary action by the employing agency or activity if the employee violates the confidence of data secured from private employers.
(2) Any violation of the above provision by a Federal employee must be reported to the employing agency and, in the case of a participant designated by a labor organization, to the recognized labor organization and its headquarters, and shall be cause for the lead agency immediately to remove the offending person from participation in the wage survey function.
§ 532.235 Conduct of full-scale wage survey.
(a) Wage survey data shall not be collected before the date the survey is ordered by the lead agency.
(b) Data collection for a full-scale wage survey shall be accomplished by personal visit to private sector establishments. With the unanimous consent of the members of a Local Wage Survey Committee, data may also be obtained from a private sector establishment or establishments during a full-scale wage survey by telephone, mail, or electronic means. The following required data shall be collected:
(1) General information about the size, location, and type of product or service of the establishment sufficient to determine whether the establishment is within the scope of the survey and properly weighted, if the survey is a sample survey;
(2) Specific information about each job within the establishment that is similar to one of the jobs covered by the survey, including a brief description of the establishment job, the number of employees in the job, and their rate(s) of pay to the nearest mill (including any cost-of-living adjustments required by contract or that are regular and customary and monetary bonuses that are regular and customary); and
(3) Any other information the lead agency believes is appropriate and useful in determining local prevailing rates.
(c) The data collectors shall submit the data they collect to the local wage survey committee together with their recommendations about the use of the data.
§ 532.237 Review by the local wage survey committee.
(a) The local wage survey committee shall review all establishment information and survey job data collected in the wage survey for completeness and accuracy and forward all of the data collected to the lead agency together with a report of its recommendations concerning the use of the data. The local wage survey committee may make any other recommendations concerning the wage survey which it considers appropriate.
§ 532.239 Review by the lead agency.
(a) The lead agency shall review all material and wage survey data forwarded by the local wage survey committee to:
(1) Assure that the survey was conducted within the prescribed procedures and specifications;
(2) Consider matters included in the local wage survey committee report and recommendations;
(3) Exclude unusable data;
(4) Resolve questionable job matching and wage rate data; and
(5) Verify all computations reported on wage data collection forms.
(b) The lead agency shall determine whether the usable data collected in the wage survey are adequate for computing paylines, according to the following criteria:
(1) The wage survey data collected in an appropriated fund wage survey are adequate if the unweighted job matches include at least one survey job in the WG-01 through 04 range, one survey job in the WG-05 through 08 range, and two survey jobs in the WG-09 and above range, each providing at least 20 samples; and at least six other survey jobs, each providing at least 10 samples.
(2) The wage survey data collected in a nonappropriated fund wage survey are adequate if the unweighted job matches include at least two survey jobs in the NA-01 through 04 range providing 10 samples each, one survey job in the NA-01 through 04 range and three survey jobs in the NA-05 through 15 range providing five samples each; two other survey jobs, each providing at least five samples, and at least 100 unweighted samples for all survey jobs combined are used in the computation of the final payline.
(c)(1) If the wage survey data do not meet the adequacy criteria in paragraph (b) of this section, the lead agency shall analyze the data, construct lines and wage schedules, submit them to the agency wage committee for its review and recommendations and issue wage schedules, in accordance with the requirements of this subpart, as if the adequacy criteria were met.
(2) The lead agency may determine such a wage area to be adequate if the quantity of data obtained is large enough to construct paylines even though it was obtained for fewer than the prescribed number of jobs, or at different grade levels, or in different combinations than prescribed in paragraph (b) of this section.
(3) The lead agency may not determine a nonappropriated fund wage area to be adequate if fewer than 100 usable unweighted job matches were used in the final payline computation.
(d) If the lead agency determines a wage area to be inadequate under paragraph (c) of this section, it shall promptly refer the problem to OPM for resolution. OPM shall:
(1) Authorize the lead agency to continue to survey the area if the lead agency believes the survey is likely to be adequate in the next full-scale survey;
(2) Authorize the lead agency to expand the scope of the survey; or
(3) Abolish the wage area and establish it as part of one or more other wage areas.
§ 532.241 Analysis of usable wage survey data.
(a)(1) The lead agency shall compute a weighted average rate for each appropriated fund survey job having at least 10 unweighed matches and for each nonappropriated fund job having at least 5 unweighed matches. The weighted average rates shall be computed using the survey job data collected in accordance with §§ 532.235 and 532.247 and the establishment weight.
(2)(i) Incentive and piece-work rates shall be excluded when computing weighted average rates if, after establishment weights have been applied, 90 percent or more of the total usable wage survey data reflect rates paid on a straight-time basis only.
(ii) When sufficient incentive and piece-work rate data are obtained, the full incentive rate shall be used in computing the job weighted average rate when it is equal to or less than the average nonincentive rate. If the full incentive rate is greater than the average nonincentive rate, the incentive rate shall be discounted by 15 percent. The discounted incentive rate shall be compared with the guaranteed minimum rate and the average nonincentive rate, and the highest rate shall be used in computing the job weighted average rate.
(b) The lead agency shall compute paylines using the weighted average rates computed under paragraph (a) of this section.
(1) The lead agency shall compute unit and frequency paylines using the straight-line, least squares regression formula: Y = a + bx, where Y is the hourly rate, x is grade, a is the intercept of the payline with the Y-axis, and b is the slope of the payline.
(i) The unit payline shall be computed using a weight of one for each of the usable survey jobs and the weighted average rates identified and computed under paragraph (a) of this section.
(ii) The frequency payline shall be computed using a weight equal to the number of weighted matches for each of the usable survey jobs and the weighted average rates identified and computed under paragraph (a) of this section.
(2) Either or both of the lines computed according to paragraph (b)(1) of this section may be recomputed after eliminating survey job data that cause distortion in the lines.
(3) The lead agency may compute midpoint paylines using the following formula: Y = (au + af)/2 + ((bu + bf)/2)x, where Y is the hourly rate, x is the grade, au is the intercept of the unit payline, af is the intercept of the frequency payline, bu is the slope of the unit payline, and bf is the slope of the frequency payline. A midpoint line may be computed using the paylines based on all of the usable survey job data as described in paragraph (b)(1) of this section, and a second midpoint line may be computed using the paylines based on limited survey job data authorized in paragraph (b)(2) of this section.
(4) The lead agency may compute other paylines for the purpose of instituting changes in the scope of the survey.
(c) Usable data obtained from a particular establishment may not be modified or deleted in order to reduce the effect of an establishment's rates on survey findings, i.e., data will not be deleted or modified to avoid establishment domination.
§ 532.243 Consultation with the agency wage committee.
(a) The lead agency shall submit to the agency wage committee:
(1) The data collected in the wage survey;
(2) The report and recommendations of the local wage survey committee concerning the use of data;
(3) The lead agency's analysis of the data; and
(4) The lines computed from the data.
(b) After considering the information available to it, the agency wage committee shall report to the lead agency its recommendation for a proposed wage schedule derived from the data.
§ 532.245 Selection of payline and issuance of wage schedules.
(a) The lead agency shall select a payline and construct wage schedules therefrom for issuance as the regular wage schedules for the wage area, after considering all of the information, analysis, and recommendations made available to it pursuant to this subpart.
(b)(1) The lead agency shall prepare and maintain a record of all of the analysis and deliberations made under this subpart, documenting fully the basis for its determination under paragraph (a) of this section.
(2) The lead agency shall include in the record all of the wage survey data obtained and the recommendations and reports received from the local wage survey committee and the agency wage committee.
(c)(1) The lead agency shall issue the nonsupervisory, leader, and supervisory regular wage schedules for the local wage area, showing the rates of pay for all grades and steps.
(2) The wage schedules shall have a single effective date for all employees in the wage area, determined by the lead agency in accordance with 5 U.S.C. 5344.
(d) The head of each agency having employees in the local wage area to whom the regular wage schedules apply shall authorize the application of the wage schedules issued under paragraph (c) of this section to those employees, effective on the date specified by the lead agency.
§ 532.247 Wage change surveys.
(a) Wage change surveys shall be conducted in each wage area in years during which full-scale wage surveys are not conducted.
(b) Data shall be collected in wage change surveys only from establishments which participated in the preceding full-scale survey. Information concerning pay adjustments of general application in effect for jobs matched in each establishment which participated in the preceding full-scale survey shall be obtained.
(c) Data may be obtained in wage change surveys by telephone, mail, electronic means, or personal visit. The chairperson of the local wage survey committee shall determine the manner in which establishments will be contacted for collection of data. Data may be collected by the local wage survey committee members or by data collectors appointed and assigned to two member teams in accordance with § 532.233(e) of this subpart.
(d) Wage change survey data may not be collected before the date ordered by the lead agency.
(e) The local wage survey committee shall review all wage change survey data collected and forward the data to the lead agency. Where appropriate, the committee shall also forward to the lead agency a report of unusual circumstances surrounding the survey.
(f) The lead agency shall review the wage change survey data and, if applicable, the report filed by the local wage survey committee.
(g)(1) The lead agency shall recompute the line selected under § 532.245(a) of this subpart in the preceding full-scale survey using the wage change survey data and shall construct wage schedules therefrom in accordance with § 532.203 and, if appropriate, § 532.205 of this subpart.
(2) The lead agency shall consult with the agency wage committee in accordance with § 532.243 of this subpart.
(3) Records of this process shall be maintained in accordance with § 532.245(b) of this subpart.
(h) The wage schedules shall be issued and authorized in accordance with § 532.245 (c) and (d) of this subpart.
§ 532.249 Minimum rates for hard-to-fill positions.
(a) The lead agency for a wage area may establish the rate of the second, third, fourth, or fifth step of one or more grades of an occupation as the mandatory minimum rate or rates payable by any agency for the occupation at one or more locations within a wage area based on findings that:
(1) The hiring rates prevailing for an occupation in private sector establishments in the wage area are higher than the rate of the first step of the grade or grades of the occupation; and
(2) Federal installations and activities in the wage area are unable to recruit qualified employees at the rate of the first step of the grade or grades of the occupation.
(b) Any authorizations made under paragraph (a) of this section shall be indicated on the regular wage schedule for the wage area.
(c) Any authorizations made under paragraph (a) of this section shall be terminated with the issuance of a new regular wage schedule unless the conditions that warrant the authorizations continue and the new regular wage schedule continues that authorization.
(d) The lead agency, prior to terminating any authorization made under paragraph (a) of this section, shall require the appropriate official or officials at all installations or activities to which the authorization applies to discuss the termination with the appropriate official or officials of exclusively recognized employee organizations representing employees in the affected occupation. The agency officials shall report the results of these discussions to the lead agency.
(e) No employee shall have his/her pay reduced because of cancellation of an authorization made under paragraph (a) of this section.
§ 532.251 Special rates.
(a) A lead agency, with the approval of OPM, may establish special rates for use within all or part of a wage area for a designated occupation or occupational specialization and grade, in lieu of rates on the regular schedule. OPM may authorize special rates to the extent it considers necessary to overcome existing or likely significant handicaps in the recruitment or retention of well-qualified personnel when these handicaps are due to any of the following circumstances:
(1) Rates of pay offered by private sector employers for an occupation or occupational specialization and grade are significantly higher than those paid by the Federal Government within the competitive labor market;
(2) The remoteness of the area or location involved; or
(3) Any other circumstances that OPM considers appropriate.
(b) In authorizing special rates, OPM shall consider—
(1) The number of existing or likely vacant positions and the length of time they have been vacant, including evidence to support the likelihood that a recruitment problem will develop if one does not already exist;
(2) The number of employees who have or are likely to quit, including the number quitting for higher pay positions and evidence to support the likelihood that employees will quit;
(3) The number of vacancies employing agencies tried to fill and the number of hires and offers made;
(4) The nature of the existing labor market;
(5) The degree to which employing agencies have considered or used increased minimum rates for hard-to-fill positions;
(6) The degree to which employing agencies have considered relevant non-pay solutions to the staffing problem, such as conducting an aggressive recruiting program, using appropriate appointment authorities, redesigning jobs, establishing training programs, and improving working conditions;
(7) The impact of the staffing problem on employers' missions;
(8) The level of private sector rates paid for comparable positions; and
(9) As appropriate, the extent to which the use of unrestricted rates authorized under § 532.801 of this part was considered.
(c) In determining at what level to set special rates, OPM shall consider—
(1) The level of rates it believes necessary to recruit or retain an adequate number of well-qualified persons;
(2) The offsetting costs that will be incurred if special rates are not authorized; and
(3) The level of private sector rates paid for comparable positions.
(d) No one factor or combination of factors specified in paragraphs (b) or (c) of this section requires special rates to be established or to be adjusted to any given level. Each request to establish special rates shall be judged on its own merits, based on the extent to which it meets these factors. Increased minimum rates are not a prerequisite to the establishment of special rates under this section.
(e) Special rates shall be based on private sector wage data, or a percentage thereof, as specified by OPM at the time the special rates are authorized. The private sector data shall be calculated as a weighted average or payline, as appropriate. A single rate shall be used when this represents private sector practice, and five rates shall be used when rate ranges are used by the private sector. When a five-step rate range is used, the differentials between steps shall be set in accordance with § 532.203(f) of this subpart.
(f) Once approved by OPM, special rates may be adjusted by the lead agency on the same cycle as the applicable regular schedule to the extent deemed necessary to ensure the continued recruitment or retention of well-qualified personnel. The amount of the special rate adjustment may be up to the percentage (rounded to the nearest one-tenth of 1 percent) by which the market rate has changed since the last adjustment. Special rates may not exceed the percentage of market rates initially approved by OPM unless a request for higher special rates is made and approved under paragraphs (a) through (e) of this section.
(g) Any special rates established under paragraph (a) of this section shall be shown on the regular schedule or published as an amendment to the regular schedule and shall indicate the wage area (or part thereof) and each occupation or occupational specialization and grade for which the rates are authorized. These rates shall be paid by all agencies having such positions in the wage area (or part thereof) specified.
(h) The scheduled special rate payable under this section may not, at any time, be less than the unrestricted (uncapped) rate otherwise payable for such positions under the applicable regular wage schedule.
(i) If a special rate is terminated under paragraph (f) of this section, the lead agency shall provide written notice of such termination to OPM.
(j) Employers using special rates shall maintain current recruitment and retention data for all authorized special rates. Such data shall be made available to the lead agency prior to the wage area regular schedule adjustment date for the purpose of determining whether there is a continuing need for special rates and the amount of special rate adjustment necessary to recruit or retain well-qualified employees.
§ 532.253 Special rates or rate ranges for leader, supervisory, and production facilitating positions.
(a) When special rates or rate ranges are established for nonsupervisory positions, a lead agency also shall establish special rates for leader, supervisory, and production facilitating positions, classified to the same occupational series and title, that lead, supervise, or perform production facilitating work directly relating to the nonsupervisory jobs covered by the special rates.
(b) The step rate structure shall be the same as that of the related nonsupervisory special rate or rate range.
(c) The following formulas shall be used to establish a special rate or rate range:
(1) A single rate shall equal the top step of the appropriate leader, supervisory, or production facilitating grade on the regular schedule, plus the cents per hour difference between the top step of the appropriate nonsupervisory grade on the regular schedule and the special nonsupervisory rate.
(2) For a multiple rate range, the step 2 rate shall equal the step 2 rate of the appropriate leader, supervisory, or production facilitating grade on the regular schedule, plus the cents per hour difference between the prevailing rate of the appropriate nonsupervisory grade on the regular schedule and the prevailing rate of the special rate position. Other required step rates shall be computed in accordance with the formula established in § 532.203 of this subpart.
§ 532.254 Special schedules.
(a) A lead agency, with the approval of OPM, may establish special schedules for use within an area for specific occupations that are critical to the mission of a Federal activity based on findings that—
(1) Unusual prevailing pay practices exist in the private sector that are incompatible with regular schedule practices, and serious recruitment or retention problems exist or will likely develop if employees are paid from the authorized regular schedule; or
(2) Administrative considerations require the establishment of special schedules to address unique agency missions or other unusual circumstances that OPM considers appropriate.
(b) An OPM authorization for a special schedule shall include instructions for its construction, application, and administration.
(c) Unless otherwise specified, positions covered by special schedules shall be subject to the general provisions of this part and to other applicable rules and regulations of OPM.
§ 532.255 Regular appropriated fund wage schedules in foreign areas.
(a) The Department of Defense shall establish and issue regular appropriated fund wage schedules for U.S. citizens who are employees in foreign areas. These wage schedules shall provide rates of pay for nonsupervisory, leader, supervisory, and production facilitating employees.
(b) Schedules shall be—
(1) Computed on the basis of a simple average of all regular appropriated fund wage area schedules in effect on December 31; and
(2) Effective on the first day of the first pay period that begins on or after January 1 of the succeeding year.
(c) Step 2 rates for each nonsupervisory grade shall be derived by computing a simple average of each step 2 rate for each of the 15 grades of all nonsupervisory wage rate schedules designated in paragraph (b) of this section.
(d) Through the use of the step 2 rates derived under the schedule averaging process, the step rates for each of the 15 grades of the nonsupervisory schedule and all scheduled pay rates for leaders and supervisors shall be developed by using the standard formulas established in 5 CFR 532.203, Structure of regular wage schedules.
(e) Pay schedules for production facilitating positions shall be established in accordance with the table in § 532.263(c) of this subpart.
§ 532.257 Regular nonappropriated fund wage schedules in foreign areas.
(a) The Department of Defense shall establish and issue regular nonappropriated fund wage schedules for U.S. citizens who are wage employees in foreign areas. These schedules will provide rates of pay for nonsupervisory, leader, and supervisory employees.
(b) Schedules will be—
(1) Computed on the basis of a simple average of all regular nonappropriated fund wage area schedules defined for the 48 contiguous states and the District of Columbia in effect on the first Sunday in January; and
(2) Effective on the first Sunday in January of each year.
(c) Step 2 rates for each nonsupervisory grade will be derived by computing a simple average of each step 2 rate for each of the 15 grades of all nonsupervisory wage rate schedules designated in paragraph (b) of this section.
(d) Through the use of the step 2 rates derived under the schedule averaging process, the step rates for each of the 15 grades of the nonsupervisory schedule and all scheduled pay rates for leaders and supervisors will be developed by using the standard formulas established in 5 CFR 532.203, Structure of regular wage schedules.
§ 532.259 Special appropriated fund wage schedules for U.S. insular areas.
(a) The lead agency shall establish and issue special wage schedules for U.S. civil service wage employees in certain U.S. insular areas. The Department of Defense is the lead agency for American Samoa, the Commonwealth of the Northern Mariana Islands, Guam, Midway, and the U.S. Virgin Islands. These schedules shall provide rates of pay for nonsupervisory, leader, supervisory, and production facilitating employees.
(b) Special schedules shall be established at the same time and with rates identical to the foreign area appropriated fund wage schedules established under § 532.255 of this subpart.
(c) Wage employees recruited from outside the insular area where employed, who meet the same eligibility requirements as those specified for General Schedule employees in § 591.209 of subpart B of part 591, are also paid as a part of basic pay a differential for recruitment and retention purposes. The differential rate shall be that established for General Schedule employees in appendix B of subpart B of part 591 and shall be adjusted effective concurrently with the special schedules.
§ 532.261 Special wage schedules for leader and supervisory schedules for leader and supervisory wage employees in the Puerto Rico wage area.
(a) The Department of Defense shall establish special wage schedules for leader and supervisory wage employees in the Puerto Rico wage area.
(b) The step 2 rate for each grade of the leader wage schedule shall be equal to 120 percent of the rate for step 2 of the corresponding grade of the nonsupervisory regular wage schedule for the Puerto Rico wage area.
(c) The step 2 rate for the supervisory wage schedule shall be:
(1) For grades WS-1 through WS-10, equal to the rate for step 2 of the corresponding grade of the nonsupervisory regular wage schedule for the Puerto Rico wage area, plus 60 percent of the rate for step 2 of WG-10;
(2) For grades WS-11 through WS-18, the second rate of WS-10 plus 5, 11.5, 19.6, 29.2, 40.3, 52.9, 67.1, and 82.8 percent, respectively, of the difference between the step 2 rates of WS-10 and WS-19; and
(3) For grade WS-19, the third rate in effect for General Schedule grade GS-14 at the time of the area wage schedule adjustment. The WS-19 rate shall include any cost of living allowance payable for the area under 5 U.S.C. 5941.
(d) Step rates shall be developed by using the formula established in § 532.203 of this subpart.
§ 532.263 Special wage schedules for production facilitating positions.
(a) The lead agency in each FWS wage area shall establish special nonsupervisory and supervisory production facilitating wage schedules for employees properly allocable to production facilitating positions under applicable Federal Wage System job grading standards.
(b) Nonsupervisory schedules shall have 11 pay levels, and supervisory schedules shall have 9 pay levels.
(c) Pay levels and rates of pay for nonsupervisory (WD) schedules and supervisory (WN) schedules shall be identical to the pay levels and rates of pay for the corresponding grades on the local FWS regular supervisory wage schedule. Pay levels shall be determined in accordance with the following table:
| WN supervisory level | WS grade | |
|---|---|---|
| WD nonsupervisory Level: | ||
| 1 | 3 | |
| 2 | 4 | |
| 3 | 5 | |
| 4 | 6 | |
| 5 | 1 | 7 |
| 6 | 2 | 8 |
| 7 | 3 | 9 |
| 8 | 4 | 10 |
| 9 | 5 | 11 |
| 10 | 6 | 12 |
| 11 | 7 | 13 |
| 8 | 14 | |
| 9 | 15 |
(d) Special production facilitating wage schedules shall be effective on the same date as the regular wage schedules in the FWS wage area.
§ 532.265 Special wage schedules for apprentices and shop trainees.
(a) Agencies may establish special wage schedules for apprentices and shop trainees who are included in:
(1) Formal apprenticeship programs involving training for journeyman level duties in occupations that are recognized as apprenticeable by the Bureau of Apprenticeship and Training, U.S. Department of Labor; or
(2) Formal shop trainee programs involving training for journeyman level duties in nonapprenticeable occupations that require specialized trade or craft skill and knowledge.
(b) Special schedules shall consist of a single wage rate for each training period. Wage rates shall be determined as follows:
(1) Rates shall be based on the current second step rate of the target journeyman grade level on the regular nonsupervisory wage schedule for the area where the apprentice or trainee is employed.
(2) The entrance rate shall be computed at 65 percent of the journeyman level, step 2, rate, or the WG-1, step 1, rate, whichever is greater.
(3) When the WG-1, step 1, rate is used, the apprentice rate shall be increased by a minimum of 5 cents per hour for each succeeding increment interval until the rate obtained by this method equals the rate computed under the formula. No increase shall be less then 5 cents per hour.
(c) Advancement to higher increments shall be at 26-week intervals, regardless of the total length of the training period. Intermediate rates shall be established by subtracting the entrance rate from the journeyman level, step 2 rate, and dividing the difference by the number of 26-week periods of the particular training term. The resulting quotient equals the increment for each succeeding rate.
(d) Agencies may hire at advanced rates or accelerate progression through scheduled wage rates if prescribed by approved agency training standards or programs.
(e) If the employee is promoted to the target job or to a job at the same grade level, the promotion shall be to the second step rate. If the employee is assigned to a job at a grade level that is less than the grade level of the target job, existing pay fixing rules shall be followed.
§ 532.267 Special wage schedules for aircraft, electronic, and optical instrument overhaul and repair positions in Puerto Rico.
(a) The Department of Defense shall conduct special industry surveys and establish special wage schedules for wage employees in Puerto Rico whose primary duties involve the performance of work related to aircraft, electronic equipment, and optical instrument overhaul and repair.
(b) Except as provided in this section, regular appropriated fund wage survey and wage-setting procedures are applicable.
(c) Special survey specifications are as follows:
(1) Surveys must, at a minimum, include the air transportation and electronics industries in the following North American Industry Classification System (NAICS) codes:
| 2022 NAICS codes | 2022 NAICS industry titles |
|---|---|
| 333310 | Commercial and service industry machinery manufacturing. |
| 3341 | Computer and peripheral equipment manufacturing. |
| 33422 | Radio and television broadcasting and wireless communications equipment manufacturing. |
| 33429 | Other communications equipment manufacturing. |
| 3343 | Audio and video equipment manufacturing. |
| 334412 | Bare printed circuit board manufacturing. |
| 334413 | Semiconductor and related device manufacturing. |
| 334418 | Printed circuit assembly (electronic assembly) manufacturing. |
| 334419 | Other electronic component manufacturing. |
| 334511 | Search, detection, navigation, guidance, aeronautical, and nautical system and instrument manufacturing. |
| 334515 | Instrument manufacturing for measuring and testing electricity and electrical signals. |
| 334610 | Manufacturing and reproducing magnetic and optical media. |
| 42342 | Office equipment merchant wholesalers. |
| 42343 | Computer and computer peripheral equipment and software merchant wholesalers. |
| 4811 | Scheduled air transportation. |
| 4812 | Nonscheduled air transportation. |
| 4879 | Scenic and sightseeing transportation, other. |
| 4881 | Support activities for air transportation. |
| 4921 | Couriers and express delivery services. |
| 56172 | Janitorial services. |
| 62191 | Ambulance services. |
| 81142 | Reupholstery and furniture repair. |
(2) Surveys shall cover all establishments in the surveyed industries.
(3) Surveys shall, as a minimum, include all the following jobs:
| Job titles | Job grades |
|---|---|
| Aircraft Cleaner | 3 |
| Fleet Service Worker | 5 |
| Aircraft Mechanic | 10 |
| Industrial Electronic Controls Repairer | 10 |
| Aircraft Instrument Mechanic | 11 |
| Electronic Test Equipment Repairer | 11 |
| Electronics Mechanic | 11 |
| Electronic Computer Mechanic | 11 |
| Television Station Mechanic | 11 |
(d) The data collected in a special wage survey shall be considered adequate if there are as many weighted matches used in computing the nonsupervisory payline as there are employees covered by the special wage rate schedules.
(e) Each survey job used in computing the nonsupervisory payline must include a minimum of three unweighted matches.
(f) Special schedules shall have three step rates with the payline fixed at step 2. Step 1 shall be set at 96 percent of the payline rate, and step 3 shall be set at 104 percent of the payline rate.
(g) The waiting period for within-grade increases shall be 26 weeks between steps 1 and 2 and 78 weeks between steps 2 and 3.
(h) Special wage schedules shall be effective on the same date as the regular wage schedules for the Puerto Rico wage area.
§ 532.269 Special wage schedules for Corps of Engineers, U.S. Army navigation lock and dam employees.
(a) The Department of Defense shall establish special wage schedules for nonsupervisory, leader, and supervisory wage employees of the Corps of Engineers, U.S. Army, who are engaged in operating lock and dam equipment or who repair and maintain navigation lock and dam operating machinery and equipment.
(b) Employees shall be subject to one of the following pay provisions:
(1) If all navigation lock and dam installations under a District headquarters office are located within a single wage area, the employees shall be paid from special wage schedules having rates identical to the regular wage schedule applicable to that wage area.
(2) If navigation lock and dam installations under a District headquarters office are located in more than one wage area, employees shall be paid from a special wage schedule having rates identical to the regular wage schedule authorized for the headquarters office.
(c) Each special wage schedule shall be effective on the same date as the regular schedule on which it is based.
§ 532.271 Special wage schedules for National Park Service positions in overlap areas.
(a)(1) The Department of the Interior shall establish special schedules for wage employees of the National Park Service whose duty station is located in one of the following NPS jurisdictions:
(i) Blue Ridge Parkway;
(ii) Natchez Trace Parkway; and
(iii) Great Smoky Mountains National Park.
(2) Each of these NPS jurisdictions is located in (i.e., overlaps) more than one FWS wage area.
(b) The special overlap wage schedules in each of the NPS jurisdictions shall be based on a determination concerning which regular nonsupervisory wage schedule in the overlapped FWS wage areas provides the most favorable payline for the employees.
(c) The most favorable payline shall be determined by computing a simple average of the 15 nonsupervisory second step rates on each one of the regular schedules authorized for each wage area overlapped. The highest average obtained by this method will identify the regular schedule that produces the most favorable payline.
(d) Each special schedule shall be effective on the same date as the regular schedule on which it is based.
(e) If there is a change in the identification of the most favorable payline, the special scheule for the current year shall be issued on its normal effective date. The next special scheule shall be issued on the effective date of the next regular schedule that produced the most favorable payline for the NPS jurisdiction in the previous year.
§ 532.273 Special wage schedules for United States Information Agency Radio Antenna Rigger positions.
(a) The United States Information Agency shall establish special wage schedules for Radio Antenna Riggers employed at transmitting and relay stations in the United States.
(b) The wage rate shall be the regular wage rate for the appropriate grade for Radio Antenna Rigger for the wage area in which the station is located, plus 25 percent of that rate.
(c) The 25 percent differential shall be in lieu of any environmental differential that would otherwise be payable.
(d) The special schedules shall be effective on the same date as the regular wage schedules for the wage area in which the positions are located.
§ 532.277 Special wage schedules for U.S. Navy positions in Bridgeport, California.
(a) The Department of Defense shall establish special wage schedules for prevailing rate employees at the United States Marine Corps Mountain Warfare Training Center in Bridgeport, California.
(b) Schedules shall be established by increasing the step 2 rates on the Reno, Nevada, regular wage schedule by 10 percent.
(c) Step rates shall be developed by using the standard formulas established in § 532.203 of this subpart.
(d) The special wage schedules shall be effective on the same date as the regular wage schedules applicable to the Reno, Nevada, wage area.
§ 532.281 Special wage schedules for divers and tenders.
(a) Agencies are authorized to establish special schedule payments for prevailing rate employees who perform diving and tending duties.
(b) Employees who perform diving duties shall be paid 175 percent of the locality WG-10, step 2, rate for all payable hours of the shift.
(c) Employees who perform tending duties shall be paid at the locality WG-10, step 2, rate for all payable hours of the shift.
(d) Employees whose regular scheduled rate exceeds the diving/tending rate on the day they perform such duties shall retain their regular scheduled rate on that day.
(e) An employee's diving/tending rate shall be used as the basic rate of pay for computing all premium payments for a shift.
(f) Employees who both dive and tend on the same shift shall receive the higher diving rate as the basic rate for all hours of the shift.
§ 532.283 Special wage schedules for nonappropriated fund tipped employees classified as waiter/waitress.
(a) Tipped employees shall be paid from the regular nonappropriated fund (NAF) schedule applicable to the employee's duty station.
(b) A tip offset may be authorized for employees classified as Waiter/Waitress. For purposes of this section, a tipped employee is one who is engaged in an occupation in which he or she customarily and regularly receives more than $30 a month in tips, and a tip offset is the amount of money by which an employer, in meeting legal minimum wage standards, may reduce a tipped employee's cash wage in consideration of the receipt of tips.
(c) A tip offset may be established, abolished, or adjusted by NAF instrumentalities on an annual basis and at such additional times as new or revised minimum wage statutes require. The amount of any tip offset may vary within a single instrumentality based on location, type of service, or time of service.
(d) If tipped employees are represented by a labor organization holding exclusive recognition, the employing NAF instrumentality shall negotiate with such organization to arrive at a determination as to whether, when, and how much tip offset shall be applied. Changes in tip offset practices may be made more frequently than annually as a result of collective bargaining agreement.
(e) Tip offset practices shall be governed by the Fair Labor Standards Act, as amended, or the applicable statutes of the State, possession or territory where an employee works, whichever provides the greater benefit to the employee. In locations where tip offset is prohibited by law, the requirements of paragraphs (c) and (d) of this section do not apply.
§ 532.285 Special wage schedules for supervisors of negotiated rate Bureau of Reclamation employees.
(a) The Department of the Interior shall establish and issue special wage schedules for wage supervisors of negotiated rate wage employees in the Bureau of Reclamation. These schedules shall be based on annual special wage surveys conducted by the Bureau of Reclamation in each special wage area. Survey jobs representing Bureau of Reclamation positions at up to four levels will be matched to private industry jobs in each special wage area. Special schedule rates for each position will be based on prevailing rates for that particular job in private industry.
(b) Each supervisory job shall be described at one of four levels corresponding to the four supervisory situations described in Factor I and four levels of Subfactor IIIA of the FWS Job Grading Standard for Supervisors. They shall be titled in accordance with regular FWS practices, with the added designation of level I, II, III, or IV. The special survey and wage schedule for a given special wage area includes only those occupations and levels having employees in that area. For each position on the special schedule, there shall be three step rates. Step 2 is the prevailing rate as determined by the survey; step 1 is 96 percent of the prevailing rate; and step 3 is 104 percent of the prevailing rate.
(c) For each special wage area, the Bureau of Reclamation shall designate and appoint a special wage survey committee, including a chairperson and two other members (at least one of whom shall be a supervisor paid from the special wage schedule), and one or more two-person data collection teams (each of which shall include at least one supervisor paid from the special wage schedule). The local wage survey committee shall determine the prevailing rate for each survey job as a weighted average. Survey specifications are as follows for all surveys:
(1) Based on Bureau of Reclamation activities and types of supervisory positions in the special wage area, the Bureau of Reclamation must survey private industry companies, with no minimum employment size requirement for establishments, in the following North American Industry Classification System code subsectors:
| 2022 NAICS codes | 2022 NAICS industry titles |
|---|---|
| 211 | Oil and gas extraction. |
| 212 | Mining (except oil and gas). |
| 213 | Support activities for mining. |
| 221 | Utilities. |
| 333 | Machinery manufacturing. |
| 334 | Computer and electronic product manufacturing. |
| 335 | Electrical equipment, appliance, and component manufacturing. |
| 484 | Truck transportation. |
| 492 | Couriers and messengers. |
| 493 | Warehousing and storage. |
| 516 | Broadcasting and content providers. |
| 517 | Telecommunications. |
| 562 | Waste management and remediation services. |
| 811 | Repair and maintenance. |
(2) Each local wage survey committee shall compile lists of all companies in the survey area known to have potential job matches. For the first survey, all companies on the list will be surveyed. Subsequently, companies shall be removed from the survey list if they prove not to have job matches, and new companies will be added if they are expected to have job matches. Survey data will be shared with other local wage survey committees when the data from any one company is applicable to more than one special wage area.
(3) For each area, survey job descriptions shall be tailored to correspond to the position of each covered supervisor in that area. They will be described at one of four levels (I, II, III, or IV) corresponding to the definitions of the four supervisory situations described in Factor I and four levels of Subfactor IIIA of the FWS Job Grading Standard for Supervisors. A description of the craft, trade, or labor work supervised will be included in each supervisory survey job description.
(d) Special wage area boundaries shall be identical to the survey areas covered by the special wage surveys. The areas of application in which the special schedules will be paid are generally smaller than the survey areas, reflecting actual Bureau of Reclamation worksites and the often scattered location of surveyable private sector jobs. Special wage schedules shall be established in the following areas:
The Great Plains Region Special Wage Survey Area (Counties) Montana: All counties except Lincoln, Sanders,Lake, Flathead, Mineral, Missoula, Powell, Granite, and Ravalli Wyoming: All counties except Lincoln, Teton, sublette, Uinta, and Sweetwater Colorado: All counties except Moffat, Rio Blanco, Garfield, Mesa, Delta, Montrose, San Miguel, Ouray, Delores, San Juan, Montezuma, La Plata, and Archuleta North Dakota: All counties South Dakota: All counties Special Wage Area of Application (Counties) Montana: Broadwater, Jefferson,Lewis and Clark, Yellowstone, and Bighorn Counties Wyoming: All counties except Lincoln, Teton, Sublette, Uinta, and Sweetwater Colorado: Boulder, Chaffee, Clear Creek, Eagle, Fremont, Gilpin, Grand, Lake, Larimer, Park, Pitkin, Pueblo, and Summitt Beginning month of survey: August The Mid-Pacific Region Special Wage Survey Area (Counties) California: Shasta, Sacramento, Butte, San Francisco, Merced, Stanislaus Special Wage Area of Application (Counties) California: Shasta, Sacramento, Fresno, Alameda, Tehoma, Tuolumne, Merced Beginning month of survey: February Green Springs Power Field Station Special Wage Survey Area (Counties) Oregon: Jackson Special Wage Area of Application (Counties) Oregon: Jackson Beginning month of survey: April Pacific NW. Region Drill Crew Special Wage Survey Area (Counties) Montana: Flathead, Missoula Oregon: Lane, Bend, Medford, Umatilla, Multnomah Utah: Salt Lake Idaho: Ada, Canyon, Adams Washington: Spokane, Grant, Lincoln, Okanogan Special Wage Area of Application (Counties) Oregon: Deschutes, Jackson, Umatilla Montana: Missoula Idaho: Ada Washington: Grant, Lincoln, Douglas, Okanogan, Yakima Beginning month of survey: April Snake River Area Office (Central Snake/Minidoka) Special Wage Survey Area (Counties) Idaho: Ada, Caribou, Bingham, Bannock Special Wage Area of Application (Counties) Idaho: Gem, Elmore, Bonneville, Minidoka, Boise, Valley, Power Beginning month of survey: April Hungry Horse Project Office Special Wage Survey Area (Counties) Montana: Flathead, Missoula, Cascade, Sanders, Lake Idaho: Bonner Washington: Pend Oreille Special Wage Area of Application (Counties) Montana: Flathead Beginning month of survey: March Grand Coulee Power Office (Grand Coulee Project Office) Special Wage Survey Area (Counties) Oregon: Multnomah Washington: Spokane, King Special Wage Area of Application (Counties) Washington: Grant, Douglas, Lincoln, Okanogan Beginning month of survey: April Upper Columbia Area Office (Yakima) Special Wage Survey Area (Counties) Washington: King, Yakima Oregon: Multnomah Special Wage Area of Application (Counties) Washington: Yakima Oregon: Umatilla Beginning Month of Survey: September Colorado River Storage Project Area Special Wage Survey Area (Counties) Arizona: Apache, Coconino, Navajo Colorado: Moffat, Montrose, Routt, Gunnison, Rio Blanco, Mesa, Garfield, Eagle, Delta, Pitkin, San Miguel, Delores, Montezuma, La Plata, San Juan, Ouray, Archuleta, Hindale, Mineral Wyoming: Unita, Sweetwater, Carbon, Albany, Laramie, Goshen, Platte, Niobrara, Converse, Natrona, Fremont, Sublette, Lincoln Utah: Beaver, Box Elder, Cache, Carbon, Daggett, Davis, Duchesne, Emery, Garfield, Grand, Iron, Juab, Kane, Millard, Morgan, Piute, Rich, Salt Lake, San Juan, Sanpete, Sevier, Summit, Tooele, Uintah, Utah, Wasatch, Washington, Wayne, Weber Special Survey Area of Application (Counties) Arizona: Coconino Colorado: Montrose, Gunnison, Mesa Wyoming: Lincoln Utah: Daggett Beginning month of survey: March Elephant Butte Area Special Wage Survey Area (Counties) New Mexico: Grant, Hidalgo, Luna, Donña Ana, Otero, Eddy, Lea, Roosevelt, Chaves, Lincoln, Sierra, Socorro, Catron, Cibola, Valencia, Bernalillo, Torrance, Guadalupe, De Baca, Curry, Quay Texas: El Paso, Hudspeth, Culberson, Jeff Davis, Presido, Brewster, Pecos, Reeves, Loving, Ward, Winkler Arizona: Apache, Greenlee, Graham, Cochise Special Wage Area of Application (Counties) New Mexico: Sierra Beginning month of survey: June Lower Colorado Dams Area Special Wage Survey Area (Counties) Nevada: Clark California: Los Angeles Arizona: Maricopa Special Wage Area of Application (Counties) Nevada: Clark California: San Bernardino Arizona: Mohave Beginning month of survey: August Yuma Projects Area Special Wage Survey Area (Counties) California: San Diego Arizona: Maricopa, Yuma Note: Bureau of Reclamation may add other survey counties for dredge operator supervisors because of the uniqueness of the occupation and difficulty in finding job matches.) Special Wage Area of Application (Counties) Arizona: Yuma Beginning month of survey: November (Maintenance) and April (Dredging) Bureau of Reclamation, Denver, CO, Area Special Wage Survey Area (Counties) Colorado: Jefferson, Denver, Adams, Arapahoe, Boulder, Larimer Special Wage Survey Area of Application (Counties) Colorado: Jefferson Beginning month of survey: February
(e) These special schedule positions will be identified by pay plan code XE, grade 00, and the Federal Wage System occupational codes will be used. New employees shall be hired at step 1 of the position. With satisfactory or higher performance, advancement between steps shall be automatic after 52 weeks of service.
(f)(1) In the first year of implementation, all special areas will have full-scale surveys.
(2) Current employees shall be placed in step 2 of the new special schedule, or, if their current rate of pay exceeds the rate for step 2, they shall be placed in step 3. Pay retention shall apply to any employee whose rate of basic pay would otherwise be reduced as a result of placement in these new special wage schedules.
(3) The waiting period for within-grade increases shall begin on the employee's first day under the new special schedule.
§ 532.287 Special wage schedules for nonappropriated fund automotive mechanics.
(a) The Department of Defense (DOD) will establish a flat rate pay system for nonappropriated fund (NAF) automotive mechanics. This flat rate pay system will take into account local prevailing rates, the mechanic's skill level, and the standard number of hours required to complete a particular job.
(b) DOD will issue special wage schedules for NAF automotive mechanics who are covered by the flat rate pay system. These special schedules will provide rates of pay for nonsupervisory, leader, and supervisory employees. These special schedule positions will be identified by pay plan codes XW (nonsupervisory), XY (leader), and XZ (supervisory), grades 8-10, and will use the Federal Wage System occupational code 5823.
(c) DOD will issue special wage schedules for NAF automotive mechanics based on annual special flat rate surveys of similar jobs conducted in each special schedule wage area.
(1) The survey area for these special surveys will include the same counties as the regular NAF survey area.
(2) The survey jobs used will be Automotive Worker and Automotive Mechanic.
(3) The special surveys will include data on automotive mechanics that are paid under private industry flat rate pay plans as well as those paid by commission.
(4) In addition to all standard North American Industry Classification System (NAICS) codes currently used on the regular surveys, the industries surveyed will include—
| 2022 NAICS Codes | 2022 NAICS Industry titles |
|---|---|
| 441110 | New car dealers. |
| 811111 | General automotive repair. |
| 811191 | Automotive oil change and lubrication shops. |
(5) The surveys will cover establishments with a total employment of eight or more.
(6) The special schedules for NAF automotive mechanics will be effective on the same dates as the regular wage schedules in the NAF FWS wage area.
(d) New employees will be hired at step 1 of the position under the flat rate pay system. Current employees will be moved to these special wage schedules on a step-by-step basis. Pay retention will apply to any employee whose rate of basic pay would otherwise be reduced as a result of placement in these new special schedules.
§ 532.289 Special wage schedules for U.S. Army Corps of Engineers flood control employees of the Vicksburg District in Mississippi.
(a)(1) The Department of Defense will establish special wage schedules for wage employees of the U.S. Army Corps of Engineers who work at flood control dams (also known as reservoir projects) and whose duty station is located in one of the lakes that comprise the Vicksburg District of the Mississippi Valley Division.
(2) These special wage schedules will provide rates of pay for nonsupervisory, leader, and supervisory employees. These special schedule positions will be identified by pay plan codes XR (nonsupervisory), XT (leader), and XU (supervisory).
(b) The Vicksburg District of the Mississippi Valley Division is comprised of the following four lakes:
(1) Grenada Lake in Grenada County, MS
(2) Enid Lake in Yalobusha County, MS
(3) Sardis Lake in Panola County, MS
(4) Arkabutla Lake in Tate County, MS
(c) Special wage schedules shall be established at the same time and with rates identical to the Memphis, TN, appropriated fund wage schedule.
Appendix A to Subpart B of Part 532—Nationwide Schedule of Appropriated Fund Regular Wage Surveys
This appendix shows the annual schedule of wage surveys. It lists all States alphabetically, each State being followed by an alphabetical listing of all wage areas in the State. Information given for each wage area includes—
(1) The lead agency responsible for conducting the survey;
(2) The month in which the survey will begin; and
(3) Whether full-scale surveys will be done in odd or even numbered fiscal years.
| State | Wage area | Lead agency | Beginning month ofsurvey | Fiscal year of full-scalesurvey oddor even |
|---|---|---|---|---|
| Alabama | Birmingham-Cullman-Talladega | DoD | January | Even. |
| Dothan | DoD | July | Odd. | |
| Huntsville | DoD | April | Even. | |
| Montgomery-Selma | DoD | August | Odd. | |
| Alaska | Alaska | DoD | July | Even. |
| Arizona | Northeastern Arizona | DoD | March | Odd. |
| Phoenix | DoD | March | Odd. | |
| Tucson | DoD | March | Odd. | |
| Arkansas | Little Rock | DoD | July | Even. |
| California | Fresno | DoD | February | Odd. |
| Los Angeles | DoD | November | Odd. | |
| Sacramento-Roseville | DoD | February | Odd. | |
| San Diego | DoD | September | Odd. | |
| San Jose-San Francisco-Oakland | DoD | October | Even. | |
| Colorado | Denver | DoD | January | Odd. |
| Southern Colorado | DoD | January | Even. | |
| Connecticut | New Haven-Hartford | DoD | April | Odd. |
| District of Columbia | Washington-Baltimore-Arlington | DoD | July | Odd. |
| Florida | Cocoa Beach | DoD | October | Even. |
| Jacksonville | DoD | January | Odd. | |
| Miami-Port St. Lucie-Fort Lauderdale | DoD | May | Odd. | |
| Panama City | DoD | September | Even. | |
| Pensacola | DoD | September | Odd. | |
| Tampa-St. Petersburg | DoD | April | Even. | |
| Georgia | Albany | DoD | August | Odd. |
| Atlanta | DoD | May | Odd. | |
| Augusta | DoD | June | Odd. | |
| Macon | DoD | June | Odd. | |
| Savannah | DoD | May | Odd. | |
| Hawaii | Hawaii | DoD | June | Even. |
| Idaho | Boise | DoD | July | Odd. |
| Illinois | Bloomington-Pontiac | DoD | September | Odd. |
| Chicago-Naperville, IL | DoD | September | Even. | |
| Indiana | Evansville-Henderson | DoD | October | Odd. |
| Fort Wayne-Marion | DoD | October | Odd. | |
| Indianapolis-Carmel-Muncie | DoD | October | Odd. | |
| Iowa | Cedar Rapids-Iowa City | DoD | July | Even. |
| Davenport-Moline | DoD | October | Even. | |
| Des Moines | DoD | September | Odd. | |
| Kansas | Manhattan | DoD | November | Even. |
| Wichita | DoD | November | Even. | |
| Kentucky | Lexington | DoD | February | Even. |
| Louisville | DoD | February | Odd. | |
| Louisiana | Lake Charles-Alexandria | DoD | April | Even. |
| New Orleans | DoD | June | Even. | |
| Shreveport | DoD | May | Even. | |
| Maine | Augusta | DoD | May | Even. |
| Central and Northern Maine | DoD | June | Even. | |
| Massachusetts | Boston-Worcester-Providence | DoD | August | Even. |
| Michigan | Detroit-Warren-Ann Arbor | DoD | January | Odd. |
| Northwestern Michigan | DoD | August | Odd. | |
| Southwestern Michigan | DoD | October | Even. | |
| Minnesota | Duluth | DoD | June | Odd. |
| Minneapolis-St. Paul | DoD | April | Odd. | |
| Mississippi | Biloxi | DoD | November | Even. |
| Jackson | DoD | February | Odd. | |
| Meridian | DoD | February | Odd. | |
| Northern Mississippi | DoD | February | Even. | |
| Missouri | Kansas City | DoD | October | Odd. |
| St. Louis | DoD | October | Odd. | |
| Southern Missouri | DoD | October | Odd. | |
| Montana | Montana | DoD | July | Even. |
| Nebraska | Omaha | DoD | October | Odd. |
| Nevada | Las Vegas | DoD | September | Even. |
| Reno | DoD | March | Even. | |
| New Hampshire | Portsmouth | DoD | September | Even. |
| New Mexico | Albuquerque-Santa Fe-Los Alamos | DoD | April | Odd. |
| New York | Albany-Schenectady | DoD | March | Odd. |
| Buffalo | DoD | September | Odd. | |
| New York-Newark | DoD | January | Even. | |
| Northern New York | DoD | March | Odd. | |
| Rochester | DoD | April | Even. | |
| Syracuse-Utica-Rome | DoD | March | Even. | |
| North Carolina | Asheville | DoD | June | Even. |
| Central North Carolina | DoD | May | Even. | |
| Charlotte-Concord | DoD | August | Odd. | |
| Southeastern North Carolina | DoD | January | Odd. | |
| North Dakota | North Dakota | DoD | March | Even. |
| Ohio | Cincinnati | DoD | January | Odd. |
| Cleveland-Akron-Canton | DoD | April | Odd. | |
| Columbus-Marion-Zanesville | DoD | January | Odd. | |
| Dayton | DoD | January | Even. | |
| Oklahoma | Oklahoma City | DoD | August | Odd. |
| Tulsa | DoD | August | Odd. | |
| Oregon | Portland-Vancouver-Salem | DoD | July | Even. |
| Southwestern Oregon | DoD | June | Even. | |
| Pennsylvania | Harrisburg-York-Lebanon | DoD | May | Even. |
| Philadelphia-Reading-Camden | DoD | October | Even. | |
| Pittsburgh | DoD | July | Odd. | |
| Scranton-Wilkes-Barre | DoD | August | Odd. | |
| Puerto Rico | Puerto Rico | DoD | July | Odd. |
| South Carolina | Charleston | DoD | July | Even. |
| Columbia | DoD | May | Even. | |
| South Dakota | Eastern South Dakota | DoD | October | Even. |
| Tennessee | Eastern Tennessee | DoD | February | Odd. |
| Memphis | DoD | February | Even. | |
| Nashville | DoD | February | Even. | |
| Texas | Austin | DoD | June | Even. |
| Corpus Christi-Kingsville-Alice | DoD | June | Even. | |
| Dallas-Fort Worth | DoD | October | Odd. | |
| El Paso | DoD | April | Even. | |
| Houston-Galveston-Texas City | DoD | March | Even. | |
| San Antonio | DoD | June | Odd. | |
| Texarkana | DoD | April | Odd. | |
| Waco | DoD | May | Odd. | |
| Western Texas | DoD | May | Odd. | |
| Wichita Falls, Texas-Southwestern Oklahoma | DoD | July | Even. | |
| Utah | Utah | DoD | July | Odd. |
| Virginia | Richmond | DoD | November | Odd. |
| Roanoke | DoD | November | Even. | |
| Virginia Beach-Chesapeake | DoD | May | Even. | |
| Washington | Seattle-Everett | DoD | September | Even. |
| Southeastern Washington- Eastern Oregon | DoD | June | Odd. | |
| Spokane | DoD | July | Odd. | |
| West Virginia | West Virginia | DoD | March | Odd. |
| Wisconsin | Madison | DoD | July | Even. |
| Milwaukee-Racine-Waukesha | DoD | June | Odd. | |
| Southwestern Wisconsin | DoD | June | Even. | |
| Wyoming | Wyoming | DoD | January | Even. |
Appendix B to Subpart B of Part 532—Nationwide Schedule of Nonappropriated Fund Regular Wage Surveys
This appendix shows the annual schedule of NAF wage surveys. It lists all States alphabetically, each State being followed by an alphabetical listing of all wage areas in the State. Information given for each wage area includes—
(1) The lead agency responsible for conducting the survey;
(2) The month in which the survey will begin; and
(3) Whether full-scale surveys will be conducted in odd or even numbered calendar years.
| State | Wage area | Beginning month ofsurvey | Calendar year of full-scale survey odd or even |
|---|---|---|---|
| Alabama | Madison | April | Even. |
| Montgomery | April | Odd. | |
| Alaska | Anchorage | June | Even. |
| Arizona | Maricopa | October | Even. |
| Pima | October | Even. | |
| Yuma | October | Even. | |
| Arkansas | Pulaski | April | Odd. |
| California | Kern | September | Odd. |
| Los Angeles | September | Even. | |
| Monterey | September | Odd. | |
| Orange | September | Even. | |
| Riverside | September | Even. | |
| Sacramento | February | Odd. | |
| San Bernardino | September | Even. | |
| San Diego | September | Odd. | |
| San Joaquin | February | Odd. | |
| Santa Barbara | September | Even. | |
| Solano | September | Odd. | |
| Ventura | September | Even. | |
| Colorado | Arapahoe | July | Even. |
| El Paso | July | Even. | |
| Connecticut | New London | July | Even. |
| Delaware | Kent | August | Odd. |
| District of Columbia | Washington, DC | August | Even. |
| Florida | Bay | January | Even. |
| Brevard | January | Odd. | |
| Miami-Dade | January | Odd. | |
| Duval | January | Odd. | |
| Escambia | January | Even. | |
| Hillsborough | January | Odd. | |
| Monroe | January | Odd. | |
| Okaloosa | January | Even. | |
| Orange | January | Even. | |
| Georgia | Chatham | March | Odd. |
| Cobb | June | Odd. | |
| Columbus | June | Odd. | |
| Dougherty | March | Odd. | |
| Houston | April | Odd. | |
| Lowndes | March | Odd. | |
| Richmond | April | Odd. | |
| Guam | Guam | September | Even. |
| Hawaii | Honolulu | May | Even. |
| Idaho | Ada-Elmore | July | Odd. |
| Illinois | Lake | April | Even. |
| St. Clair | April | Even. | |
| Kansas | Leavenworth-Jackson-Johnson | April | Even. |
| Sedgwick | April | Odd. | |
| Kentucky | Christian-Montgomery | February | Even. |
| Hardin-Jefferson | March | Even. | |
| Louisiana | Bossier-Caddo | March | Odd. |
| Orleans | June | Odd. | |
| Rapides | March | Odd. | |
| Maine | York | October | Odd. |
| Maryland | Anne Arundel | August | Even. |
| Charles-St. Mary's | August | Even. | |
| Harford | May | Even. | |
| Montgomery-Prince George's | August | Even. | |
| Massachusetts | Hampden | October | Odd. |
| Middlesex | October | Odd. | |
| Michigan | Macomb | May | Odd. |
| Mississippi | Harrison | March | Even. |
| Lauderdale | March | Odd. | |
| Lowndes | March | Odd. | |
| Montana | Cascade | July | Odd. |
| Nebraska | Douglas-Sarpy | April | Even. |
| Nevada | Churchill-Washoe | January | Even. |
| Clark | January | Even. | |
| New Jersey | Burlington | August | Odd. |
| Morris | August | Odd. | |
| New Mexico | Bernalillo | February | Odd. |
| Curry | June | Odd. | |
| Dona Ana | February | Odd. | |
| New York | Jefferson | May | Odd. |
| Kings-Queens | October | Even. | |
| Niagara | May | Odd. | |
| Orange | May | Odd. | |
| North Carolina | Craven | March | Even. |
| Cumberland | March | Even. | |
| Onslow | February | Even. | |
| Wayne | March | Even. | |
| North Dakota | Grand Forks | July | Odd. |
| Ward | July | Odd. | |
| Ohio | Greene-Montgomery | April | Odd. |
| Oklahoma | Comanche | March | Even. |
| Oklahoma | March | Even. | |
| Pennsylvania | Cumberland | May | Even. |
| York | May | Even. | |
| Puerto Rico | Guaynabo-San Juan | February | Even. |
| Rhode Island | Newport | July | Even. |
| South Carolina | Charleston | February | Even. |
| Richland | March | Even. | |
| South Dakota | Pennington | June | Even. |
| Tennessee | Shelby | February | Even. |
| Texas | Bell | June | Odd. |
| Bexar | June | Even. | |
| Dallas | June | Even. | |
| El Paso | February | Odd. | |
| McLennan | May | Odd. | |
| Nueces | June | Even. | |
| Tarrant | June | Even. | |
| Taylor | June | Odd. | |
| Tom Green | June | Odd. | |
| Wichita | March | Even. | |
| Utah | Davis-Salt Lake-Weber | July | Odd. |
| Virginia | Alexandria-Arlington-Fairfax | August | Even. |
| Chesterfield-Richmond | August | Odd. | |
| Hampton-Newport News | May | Even. | |
| Norfolk-Portsmouth-Virginia Beach | May | Even. | |
| Prince William | August | Even. | |
| Washington | Kitsap | June | Even. |
| Pierce | July | Even. | |
| Snohomish | July | Even. | |
| Spokane | July | Odd. | |
| Wyoming | Laramie | July | Even. |
Appendix C to Subpart B of Part 532—Appropriated Fund Wage and Survey Areas
This appendix lists the wage area definitions for appropriated fund employees. With a few exceptions, each area is defined in terms of county units, independent cities, or a similar geographic entity. Each wage area definition consists of:
(1) Wage area title. Wage areas usually carry the title of the principal city in the area. Sometimes, however, the area title reflects a broader geographic area, such as Combined Statistical Area or Metropolitan Statistical Area.
(2) Survey area definition. Lists each county, independent city, or a similar geographic entity in the survey area.
(3) Area of application definition. Lists each county, independent city, or a similar geographic entity which, in addition to the survey area, is in the area of application.
Definitions of Wage Areas and Wage Area Survey Areas
ALABAMA
Birmingham-Cullman-Talladega
Survey Area
Alabama:
Calhoun (effective for wage surveys beginning in January 2028)
Etowah (effective for wage surveys beginning in January 2028)
Jefferson
St. Clair
Shelby
Talladega (effective for wage surveys beginning in January 2028)
Tuscaloosa
Walker
Area of Application. Survey area plus:
Alabama:
Bibb
Blount
Calhoun (effective until January 2028)
Chilton
Clay
Coosa
Cullman
Etowah (effective until January 2028)
Fayette
Greene
Hale
Lamar
Marengo
Perry
Pickens
Talladega (effective until January 2028)
Winston
Dothan
Survey Area
Alabama:
Dale
Houston
Georgia:
Early
Area of Application. Survey area plus:
Alabama:
Barbour
Coffee
Geneva
Henry
Georgia:
Clay
Miller
Seminole
Huntsville
Survey Area
Alabama:
Limestone
Madison
Marshall
Morgan
Area of Application. Survey area plus:
Alabama:
Colbert
DeKalb
Franklin
Lauderdale
Lawrence
Marion
Tennessee:
Giles
Lincoln
Wayne
Montgomery-Selma
Survey Area
Alabama:
Autauga
Elmore
Montgomery
Area of Application. Survey area plus:
Alabama:
Bullock
Butler
Crenshaw
Dallas
Lowndes
Pike
Wilcox
ALASKA
Anchorage
Survey Area
Alaska: (boroughs and the areas within a 24-kilometer (15-mile) radius of their corporate city limits)
Anchorage
Fairbanks
Juneau
Area of Application. Survey area plus:
Alaska:
State of Alaska (except special area schedules)
ARIZONA
Northeastern Arizona
Survey Area
Arizona:
Apache
Coconino
Navajo
New Mexico:
San Juan
Area of Application. Survey area plus:
Colorado:
Dolores
Gunnison (Only includes the Curecanti National Recreation Area portion)
La Plata
Montezuma
Montrose
Ouray
San Juan
San Miguel
Utah:
Garfield (Only includes the Bryce Canyon, Capitol Reef, and Canyonlands National Parks portions)
Grand (Only includes the Arches and Canyonlands National Parks portions)
Iron (Only includes the Cedar Breaks National Monument and Zion National Park portions)
Kane
San Juan
Washington
Wayne (Only includes the Capitol Reef and Canyonlands National Parks portions)
Phoenix
Survey Area
Arizona:
Gila
Maricopa
Area of Application. Survey area plus:
Arizona:
Pinal
Yavapai
Tucson
Survey Area
Arizona:
Pima
Area of Application. Survey area plus:
Arizona:
Cochise
Graham
Greenlee
Santa Cruz
ARKANSAS
Little Rock
Survey Area
Arkansas:
Jefferson
Pulaski
Saline
Area of Application. Survey area plus:
Arkansas:
Arkansas
Ashley
Baxter
Boone
Bradley
Calhoun
Chicot
Clark
Clay
Cleburne
Cleveland
Conway
Dallas
Desha
Drew
Faulkner
Franklin (Does not include the Fort Chaffee portion)
Fulton
Garland
Grant
Greene
Hot Spring
Independence
Izard
Jackson
Johnson
Lawrence
Lincoln
Logan
Lonoke
Marion
Monroe
Montgomery
Newton
Ouachita
Perry
Phillips
Pike
Polk
Pope
Prairie
Randolph
Scott
Searcy
Sharp
Stone
Union
Van Buren
White
Woodruff
Yell
CALIFORNIA
Fresno
Survey Area
California:
Fresno
Kings
Tulare
Area of Application. Survey area plus:
California:
Madera
Mariposa
Tuolumne (Only includes the Yosemite National Park portion)
Los Angeles
Survey Area
California:
Kern (effective for wage surveys beginning in November 2026)
Los Angeles
Orange (effective for wage surveys beginning in November 2026)
Riverside (effective for wage surveys beginning in November 2026)
San Bernardino (effective for wage surveys beginning in November 2026)
Santa Barbara (effective for wage surveys beginning in November 2026)
Ventura (effective for wage surveys beginning in November 2026)
Area of Application. Survey area plus:
California:
Inyo (Only includes the China Lake Naval Weapons Center portion)
Kern (effective until November 2026)
Orange (effective until November 2026)
Riverside (effective until November 2026)
San Bernardino (effective until November 2026)
Santa Barbara (effective until November 2026)
San Luis Obispo
Ventura (effective until November 2026)
Sacramento-Roseville
Survey Area
California:
Placer
Sacramento
Sutter
Yolo
Yuba
Area of Application. Survey area plus:
California:
Amador
Butte
Colusa
El Dorado
Glenn
Humboldt
Lake
Modoc
Nevada
Plumas
Shasta
Sierra
Siskiyou
Tehama
Trinity
San Diego
Survey Area
California:
San Diego
Arizona:
Yuma (effective for wage surveys beginning in September 2027)
Area of Application. Survey area plus:
Arizona:
La Paz
Yuma (effective until September 2027)
California:
Imperial
San Jose-San Francisco-Oakland
Survey Area
California:
Alameda
Contra Costa
Marin
Monterey (effective for wage surveys beginning in October 2027)
Napa
San Joaquin (effective for wage surveys beginning in October 2027)
San Francisco
San Mateo
Santa Clara
Solano
Area of Application. Survey area plus:
California:
Calaveras
Mendocino
Merced
Monterey (effective until October 2027)
San Benito
San Joaquin (effective until October 2027)
Santa Cruz
Sonoma
Stanislaus
Tuolumne (Does not include the Yosemite National Park portion)
COLORADO
Denver
Survey Area
Colorado:
Adams
Arapahoe
Boulder
Broomfield
Denver
Douglas
Gilpin
Jefferson
Area of Application. Survey area plus:
Colorado:
Clear Creek
Eagle
Elbert
Garfield
Grand
Jackson
Lake
Larimer
Lincoln
Logan
Morgan
Park
Phillips
Pitkin
Rio Blanco
Routt
Sedgwick
Summit
Washington
Weld
Yuma
Southern Colorado
Survey Area
Colorado:
El Paso
Pueblo
Teller
Area of Application. Survey area plus:
Colorado:
Alamosa
Archuleta
Baca
Bent
Chaffee
Cheyenne
Conejos
Costilla
Crowley
Custer
Delta
Fremont
Gunnison (does not includes the Curecanti National Recreation Area portion)
Hinsdale
Huerfano
Kiowa
Kit Carson
Las Animas
Mineral
Otero
Prowers
Rio Grande
Saguache
CONNECTICUT
New Haven-Hartford
Survey Area
Connecticut:
Hartford
New Haven
New London (effective for wage surveys beginning in April 2027)
Massachusetts:
Hampden (effective for wage surveys beginning in April 2027)
Hampshire (effective for wage surveys beginning in April 2027)
Area of Application. Survey area plus:
Connecticut:
Litchfield
Middlesex
New London (effective until April 2027)
Tolland
Windham
Massachusetts:
Franklin
Hampden (effective until April 2027)
Hampshire (effective until April 2027)
DISTRICT OF COLUMBIA
Washington-Baltimore-Arlington
Survey Area
District of Columbia:
Washington, DC
Maryland (city):
Baltimore (effective for wage surveys beginning in July 2027)
Maryland (counties):
Anne Arundel (effective for wage surveys beginning in July 2027)
Baltimore (effective for wage surveys beginning in July 2027)
Carroll (effective for wage surveys beginning in July 2027)
Charles
Frederick
Harford (effective for wage surveys beginning in July 2027)
Howard (effective for wage surveys beginning in July 2027)
Montgomery
Prince George's
Washington (effective for wage surveys beginning in July 2027)
Pennsylvania:
Franklin (effective for wage surveys beginning in July 2027)
Virginia (cities):
Alexandria
Fairfax
Falls Church
Manassas
Manassas Park
Virginia (counties):
Arlington
Fairfax
King George (effective for wage surveys beginning in July 2027)
Loudoun
Prince William
West Virginia:
Berkeley (effective for wage surveys beginning in July 2027)
Area of Application. Survey area plus:
Maryland (city):
Baltimore (effective until July 2027)
Maryland (counties):
Allegany
Anne Arundel (effective until July 2027)
Baltimore (effective until July 2027)
Calvert
Caroline
Carroll (effective until July 2027)
Dorchester
Garrett
Harford (effective until July 2027)
Howard (effective until July 2027)
Kent
Queen Anne's
St. Mary's
Talbot
Washington (effective until July 2027)
Pennsylvania:
Adams (Only includes the Raven Rock Mountain Complex)
Franklin (effective until July 2027)
Fulton
Virginia (cities):
Fredericksburg
Harrisonburg
Staunton
Waynesboro
Winchester
Virginia (counties):
Albemarle (Only includes the Shenandoah National Park portion)
Augusta
Caroline
Clarke
Culpeper
Fauquier
Frederick
Greene (Only includes the Shenandoah National Park portion)
King George (effective until July 2027)
Madison
Orange
Page
Rappahannock
Rockingham
Shenandoah
Spotsylvania
Stafford
Warren
Westmoreland
West Virginia:
Berkeley (effective until July 2027)
Hampshire
Hardy
Jefferson
Mineral
Morgan
FLORIDA
Cocoa-Beach
Survey Area
Florida:
Brevard
Area of Application. Survey area.
Jacksonville
Survey Area
Florida:
Alachua
Baker
Clay
Columbia (effective for wage surveys beginning in January 2027)
Duval
Nassau
Orange (effective for wage surveys beginning in January 2027)
St. Johns
Sumter (effective for wage surveys beginning in January 2027)
Georgia:
Camden
Area of Application. Survey area plus:
Florida:
Bradford
Citrus
Columbia (effective until January 2027)
Dixie
Flagler
Gilchrist
Hamilton
Lafayette
Lake
Levy
Madison
Marion
Orange (effective until January 2027)
Osceola
Polk
Putnam
Seminole
Sumter (effective until January 2027)
Suwannee
Taylor
Union
Volusia
Georgia:
Charlton
Miami-Port St. Lucie-Fort Lauderdale
Survey Area
Florida:
Miami-Dade
Palm Beach (effective for wage surveys beginning in May 2027)
Area of Application. Survey area plus:
Florida:
Broward
Collier
Glades
Hendry
Highlands
Indian River
Lee
Martin
Monroe
Okeechobee
Palm Beach (effective until May 2027)
St. Lucie
Panama City
Survey Area
Florida:
Bay
Gulf
Area of Application. Survey area plus:
Florida:
Calhoun
Franklin
Gadsden
Holmes
Jackson
Jefferson
Leon
Liberty
Wakulla
Washington
Georgia:
Decatur
Pensacola
Survey Area
Florida:
Escambia
Santa Rosa
Area of Application. Survey area plus:
Alabama:
Baldwin
Clarke
Conecuh
Covington
Escambia
Mobile
Monroe
Washington
Florida:
Okaloosa
Walton
Tampa-St. Petersburg
Survey Area
Florida:
Hillsborough
Pasco
Pinellas
Area of Application. Survey area plus:
Florida:
Charlotte
De Soto
Hardee
Hernando
Manatee
Sarasota
Georgia:
Colquitt
Dougherty
Lee
Mitchell
Worth
Area of Application. Survey area plus:
Georgia:
Atkinson
Baker
Ben Hill
Berrien
Brooks
Calhoun
Clinch
Coffee
Cook
Echols
Grady
Irwin
Lanier
Lowndes
Quitman
Randolph
Schley
Sumter
Terrell
Thomas
Tift
Turner
Ware
Webster
Atlanta
Survey Area
Alabama:
Lee (effective for wage surveys beginning in May 2027)
Macon (effective for wage surveys beginning in May 2027)
Russell (effective for wage surveys beginning in May 2027)
Georgia:
Butts
Chattahoochee (effective for wage surveys beginning in May 2027)
Cherokee
Clayton
Cobb
De Kalb
Douglas
Fayette
Forsyth
Fulton
Gwinnett
Henry
Muscogee (effective for wage surveys beginning in May 2027)
Newton
Paulding
Rockdale
Walton
Area of Application. Survey area plus:
Alabama:
Chambers
Cherokee
Cleburne
Lee (effective until May 2027)
Macon (effective until May 2027)
Randolph
Russell (effective until May 2027)
Tallapoosa
Georgia:
Banks
Barrow
Bartow
Carroll
Chattahoochee (effective until May 2027)
Clarke
Coweta
Dawson
Elbert
Fannin
Floyd
Franklin
Gilmer
Gordon
Greene
Habersham
Hall
Haralson
Harris
Hart
Heard
Jackson
Jasper
Lamar
Lumpkin
Madison
Marion
Meriwether
Morgan
Muscogee (effective until May 2027)
Oconee
Oglethorpe
Pickens
Pike
Polk
Putnam
Rabun
Spalding
Stephens
Stewart
Talbot
Taliaferro
Towns
Troup
Union
Upson
White
Augusta
Survey Area
Georgia:
Columbia
McDuffie
Richmond
South Carolina:
Aiken
Area of Application. Survey area plus:
Georgia:
Burke
Emanuel
Glascock
Jefferson
Jenkins
Lincoln
Warren
Wilkes
South Carolina:
Allendale
Bamberg
Barnwell
Edgefield
McCormick
Macon
Survey Area
Georgia:
Bibb
Houston
Jones
Laurens
Twiggs
Wilkinson
Area of Application. Survey area plus:
Georgia:
Baldwin
Bleckley
Crawford
Crisp
Dodge
Dooly
Hancock
Johnson
Macon
Monroe
Montgomery
Peach
Pulaski
Taylor
Telfair
Treutlen
Washington
Wheeler
Wilcox
Savannah
Survey Area
Georgia:
Bryan
Chatham
Effingham
Liberty
South Carolina:
Beaufort (effective for wage surveys beginning in May 2027)
Area of Application. Survey area plus:
Georgia:
Appling
Bacon
Brantley
Bulloch
Candler
Evans
Glynn
Jeff Davis
Long
McIntosh
Pierce
Screven
Tattnall
Toombs
Wayne
South Carolina:
Beaufort (effective until May 2027)
Hampton
Jasper
HAWAII
Hawaii
Survey Area
Hawaii:
Honolulu
Area of Application. Survey area plus:
Hawaii:
Hawaii
Kauai (includes the islands of Kauai and Niihau)
Maui (includes the islands of Maui, Molokai, Lanai, and Kahoolawe)
IDAHO
Boise
Survey Area
Idaho:
Ada
Boise
Canyon
Elmore
Gem
Area of Application. Survey area plus:
Idaho:
Adams
Bannock
Bear Lake
Bingham
Blaine
Bonneville
Butte
Camas
Caribou
Cassia
Clark
Custer
Fremont
Gooding
Jefferson
Jerome
Lemhi
Lincoln
Madison
Minidoka
Oneida
Owyhee
Payette
Power
Teton
Twin Falls
Valley
Washington
ILLINOIS
Bloomington-Pontiac
Survey Area
Illinois:
Champaign
Menard
Sangamon
Vermilion
Area of Application. Survey area plus:
Illinois:
Christian
Clark
Coles
Crawford
Cumberland
De Witt
Douglas
Edgar
Ford
Jasper
Livingston
Logan
McLean
Macon
Morgan
Moultrie
Piatt
Scott
Shelby
Chicago-Naperville
Survey Area
Illinois:
Cook
Du Page
Kane
Lake
McHenry
Will
Area of Application. Survey area plus:
Illinois:
Boone
Bureau
De Kalb
Grundy
Iroquois
Kankakee
Kendall
La Salle
Ogle
Putnam
Stephenson
Winnebago
Indiana:
Jasper
Lake
La Porte
Newton
Porter
Pulaski
Starke
Wisconsin:
Kenosha
INDIANA
Evansville-Henderson
Survey Area
Indiana:
Daviess
Greene
Knox
Martin
Orange
Area of Application. Survey area plus:
Illinois:
Edwards
Gallatin
Hardin
Lawrence
Richland
Wabash
White
Indiana:
Crawford
Dubois
Gibson
Perry
Pike
Posey
Spencer
Vanderburgh
Warrick
Kentucky:
Crittenden
Daviess
Hancock
Henderson
McLean
Ohio
Union
Webster
Fort Wayne-Marion
Survey Area
Indiana:
Adams
Allen
DeKalb
Huntington
Wells
Area of Application. Survey area plus:
Indiana:
Cass
Elkhart
Fulton
Jay
Kosciusko
LaGrange
Marshall
Noble
St. Joseph
Steuben
Wabash
Whitley
Ohio:
Defiance
Henry
Paulding
Putnam
Williams
Indianapolis-Carmel-Muncie
Survey Area
Indiana:
Boone
Grant (effective for wage surveys beginning in October 2026)
Hamilton
Hancock
Hendricks
Johnson
Lawrence (effective for wage surveys beginning in October 2026)
Marion
Miami (effective for wage surveys beginning in October 2026)
Monroe (effective for wage surveys beginning in October 2026)
Morgan
Shelby
Vigo (effective for wage surveys beginning in October 2026)
Area of Application. Survey area plus:
Indiana:
Bartholomew
Benton
Blackford
Brown
Carroll
Clay
Clinton
Decatur
Delaware
Fayette
Fountain
Grant (effective until October 2026)
Henry
Howard
Jackson
Jennings
Lawrence (effective until October 2026)
Madison
Miami (effective until October 2026)
Monroe (effective until October 2026)
Montgomery
Owen
Parke
Putnam
Randolph
Rush
Sullivan
Tippecanoe
Tipton
Vermillion
Vigo (effective until October 2026)
Warren
Wayne
White
IOWA
Cedar Rapids-Iowa City
Survey Area
Iowa:
Benton
Black Hawk
Johnson
Linn
Area of Application. Survey area plus:
Iowa:
Allamakee
Bremer
Buchanan
Butler
Cedar
Chickasaw
Clayton
Davis
Delaware
Fayette
Floyd
Grundy
Henry
Howard
Iowa
Jefferson
Jones
Keokuk
Mitchell
Tama
Van Buren
Wapello
Washington
Winneshiek
Davenport-Moline
Survey Area
Illinois:
Henry
Rock Island
Iowa:
Scott
Area of Application. Survey area plus:
Illinois:
Brown
Carroll
Cass
Fulton
Hancock
Henderson
Jo Daviess
Knox
Lee
McDonough
Marshall
Mason
Mercer
Peoria
Schuyler
Stark
Tazewell
Warren
Whiteside
Woodford
Iowa:
Clinton
Des Moines
Dubuque
Jackson
Lee
Louisa
Muscatine
Des Moines
Survey Area
Iowa:
Polk
Story
Warren
Area of Application. Survey area plus:
Iowa:
Adair
Appanoose
Boone
Calhoun
Carroll
Cerro Gordo
Clarke
Dallas
Decatur
Franklin
Greene
Guthrie
Hamilton
Hancock
Hardin
Humboldt
Jasper
Kossuth
Lucas
Madison
Mahaska
Marion
Marshall
Monroe
Poweshiek
Ringgold
Union
Wayne
Webster
Winnebago
Worth
Wright
KANSAS
Manhattan
Survey Area
Kansas:
Geary
Riley (effective for wage surveys beginning in November 2027)
Area of Application. Survey area plus:
Kansas:
Brown
Clay
Cloud
Coffey
Dickinson
Lyon
Marshall
Morris
Nemaha
Ottawa
Pottawatomie
Republic
Riley (effective until November 2027)
Saline
Washington
Wichita
Survey Area
Kansas:
Butler
Sedgwick
Area of Application. Survey area plus:
Kansas:
Barber
Barton
Chase
Chautauqua
Cheyenne
Clark
Comanche
Cowley
Decatur
Edwards
Elk
Ellis
Ellsworth
Finney
Ford
Gove
Graham
Grant
Gray
Greeley
Greenwood
Hamilton
Harper
Harvey
Haskell
Hodgeman
Jewell
Kearny
Kingman
Kiowa
Labette
Lane
Lincoln
Logan
McPherson
Marion
Meade
Mitchell
Montgomery
Morton
Neosho
Ness
Norton
Osborne
Pawnee
Phillips
Pratt
Rawlins
Reno
Rice
Rooks
Rush
Russell
Scott
Seward
Sheridan
Sherman
Smith
Stafford
Stanton
Stevens
Sumner
Thomas
Trego
Wallace
Wichita
Wilson
Woodson
KENTUCKY
Lexington
Survey Area
Kentucky:
Bourbon
Clark
Fayette
Jessamine
Madison
Scott
Woodford
Area of Application. Survey area plus:
Kentucky:
Anderson
Bath
Bell
Boyle
Breathitt
Casey
Clay
Estill
Fleming
Franklin
Garrard
Green
Harrison
Jackson
Knott
Knox
Laurel
Lee
Leslie
Lincoln
McCreary
Marion
Menifee
Mercer
Montgomery
Morgan
Nicholas
Owsley
Perry
Powell
Pulaski
Rockcastle
Rowan
Taylor
Washington
Wayne
Whitley
Wolfe
Louisville
Survey Area
Indiana:
Clark
Floyd
Jefferson
Kentucky:
Bullitt
Hardin
Jefferson
Oldham
Area of Application. Survey area plus:
Indiana:
Harrison
Scott
Washington
Kentucky:
Breckinridge
Grayson
Hart
Henry
Larue
Meade
Nelson
Shelby
Spencer
Trimble
LOUISIANA
Lake Charles-Alexandria
Survey Area
Louisiana:
Allen
Beauregard
Calcasieu
Grant
Rapides
Sabine
Vernon
Area of Application. Survey area plus:
Louisiana:
Acadia
Avoyelles
Caldwell
Cameron
Catahoula
Concordia
Evangeline
Franklin
Iberia
Jefferson Davis
Lafayette
La Salle
Madison
Natchitoches
St. Landry
St. Martin
Tensas
Vermilion
Winn
New Orleans
Survey Area
Louisiana:
Jefferson
Orleans
Plaquemines
St. Bernard
St. Charles
St. John the Baptist
St. Tammany
Area of Application. Survey area plus:
Louisiana:
Ascension
Assumption
East Baton Rouge
East Feliciana
Iberville
Lafourche
Livingston
Pointe Coupee
St. Helena
St. James
St. Mary
Tangipahoa
Terrebonne
Washington
West Baton Rouge
West Feliciana
Shreveport
Survey Area
Louisiana:
Bossier
Caddo
Webster
Area of Application. Survey area plus:
Louisiana:
Bienville
Claiborne
De Soto
East Carroll
Jackson
Lincoln
Morehouse
Ouachita
Red River
Richland
Union
West Carroll
Texas:
Gregg
Harrison
Panola
Rusk
Upshur
MAINE
Augusta
Survey Area
Maine:
Kennebec
Knox
Lincoln
Area of Application. Survey area.
Central And Northern Maine
Survey Area
Maine:
Aroostook
Penobscot
Area of Application. Survey area plus:
Maine:
Hancock
Piscataquis
Somerset
Waldo
Washington
MASSACHUSETTS
Boston-Worcester-Providence
Survey Area
Maine:
Androscoggin (effective for wage surveys beginning in August 2026)
Cumberland (effective for wage surveys beginning in August 2026)
Sagadahoc (effective for wage surveys beginning in August 2026)
York (effective for wage surveys beginning in August 2026)
Massachusetts:
Barnstable
Bristol (effective for wage surveys beginning in August 2026)
Essex
Middlesex
Norfolk
Plymouth
Suffolk
Worcester (effective for wage surveys beginning in August 2026)
New Hampshire:
Rockingham (effective for wage surveys beginning in August 2026)
Strafford (effective for wage surveys beginning in August 2026)
Rhode Island:
Bristol (effective for wage surveys beginning in August 2026)
Kent (effective for wage surveys beginning in August 2026)
Newport (effective for wage surveys beginning in August 2026)
Providence (effective for wage surveys beginning in August 2026)
Washington (effective for wage surveys beginning in August 2026)
Area of Application. Survey area plus:
Maine:
Androscoggin (effective until August 2026)
Cumberland (effective until August 2026)
Franklin
Oxford
Sagadahoc (effective until August 2026)
York (effective until August 2026)
Massachusetts:
Bristol (effective until August 2026)
Dukes
Nantucket
Worcester (effective until August 2026)
New Hampshire:
Belknap
Carroll
Cheshire
Coos
Grafton
Hillsborough
Merrimack
Rockingham (effective until August 2026)
Strafford (effective until August 2026)
Sullivan
Rhode Island:
Bristol (effective until August 2026)
Kent (effective until August 2026)
Newport (effective until August 2026)
Providence (effective until August 2026)
Washington (effective until August 2026)
Vermont:
Orange
Windham
Windsor
MICHIGAN
Detroit-Warren-Ann Arbor
Survey Area
Michigan:
Lapeer
Livingston
Macomb
Oakland
St. Clair
Washtenaw (effective for wage surveys beginning in January 2027)
Wayne
Ohio:
Lucas (effective for wage surveys beginning in January 2027)
Area of Application. Survey area plus:
Michigan:
Arenac
Bay
Clare
Clinton
Eaton
Genesee
Gladwin
Gratiot
Huron
Ingham
Isabella
Jackson
Lenawee
Midland
Monroe
Saginaw
Sanilac
Shiawassee
Tuscola
Washtenaw (effective until January 2027)
Ohio:
Fulton
Lucas (effective until January 2027)
Wood
Northwestern Michigan
Survey Area
Michigan:
Delta
Dickinson
Marquette
Area of Application. Survey area plus:
Michigan:
Alcona
Alger
Alpena
Antrim
Baraga
Benzie
Charlevoix
Cheboygan
Chippewa
Crawford
Emmet
Gogebic
Grand Traverse
Houghton
Iosco
Iron
Kalkaska
Keweenaw
Leelanau
Luce
Mackinac
Manistee
Menominee
Missaukee
Montmorency
Ogemaw
Ontonagon
Oscoda
Otsego
Presque Isle
Roscommon
Schoolcraft
Wexford
Wisconsin:
Florence
Marinette
Southwestern Michigan
Survey Area
Michigan:
Barry
Calhoun
Kalamazoo
Van Buren
Area of Application. Survey area plus:
Michigan:
Allegan
Berrien
Branch
Cass
Hillsdale
Ionia
Kent
Lake
Mason
Mecosta
Montcalm
Muskegon
Newaygo
Oceana
Osceola
Ottawa
St. Joseph
MINNESOTA
Duluth
Survey Area
Minnesota:
Carlton
St. Louis
Wisconsin:
Douglas
Area of Application. Survey area plus:
Minnesota:
Aitkin
Becker (only includes the White Earth Indian Reservation portion)
Beltrami
Cass
Clearwater
Cook
Crow Wing
Hubbard
Itasca
Koochiching
Lake
Lake of the Woods
Mahnomen
Wisconsin:
Ashland
Bayfield
Burnett
Iron
Sawyer
Washburn
Minneapolis-St. Paul
Survey Area
Minnesota:
Anoka
Carver
Chisago
Dakota
Hennepin
Morrison (effective for wage surveys beginning in April 2027)
Ramsey
Scott
Stearns (effective for wage surveys beginning in April 2027)
Washington
Wright
Wisconsin:
St. Croix
Area of Application. Survey area plus:
Minnesota:
Benton
Big Stone
Blue Earth
Brown
Chippewa
Cottonwood
Dodge
Douglas
Faribault
Fillmore
Freeborn
Goodhue
Grant
Isanti
Kanabec
Kandiyohi
Lac Qui Parle
Le Sueur
McLeod
Martin
Meeker
Mille Lacs
Morrison (effective until April 2027)
Mower
Nicollet
Olmsted
Pine
Pope
Redwood
Renville
Rice
Sherburne
Sibley
Stearns (effective until April 2027)
Steele
Stevens
Swift
Todd
Traverse
Wabasha
Wadena
Waseca
Watonwan
Winona
Yellow Medicine
Wisconsin:
Pierce
Polk
MISSISSIPPI
Biloxi
Survey Area
Mississippi:
Hancock
Harrison
Jackson
Area of Application. Survey area plus:
Mississippi:
George
Pearl River
Stone
Jackson
Survey Area
Mississippi:
Hinds
Rankin
Warren
Area of Application. Survey area plus:
Mississippi:
Adams
Amite
Attala
Claiborne
Copiah
Franklin
Holmes
Humphreys
Issaquena
Jefferson
Jefferson Davis
Lawrence
Lincoln
Madison
Marion
Pike
Scott
Sharkey
Simpson
Smith
Walthall
Wilkinson
Yazoo
Meridian
Survey Area
Alabama:
Choctaw
Mississippi:
Forrest
Lamar
Lauderdale
Area of Application. Survey area plus:
Alabama:
Sumter
Mississippi:
Clarke
Covington
Greene
Jasper
Jones
Kemper
Leake
Neshoba
Newton
Perry
Wayne
Northern Mississippi
Survey area
Mississippi:
Clay
Grenada
Lee
Leflore
Lowndes
Monroe
Oktibbeha
Area of Application. Survey area plus:
Mississippi:
Alcorn
Bolivar
Calhoun
Carroll
Chickasaw
Choctaw
Coahoma
Itawamba
Lafayette (Does not include the Holly Springs National Forest portion)
Montgomery
Noxubee
Pontotoc (Does not include the Holly Springs National Forest portion)
Prentiss
Quitman
Sunflower
Tallahatchie
Tishomingo
Union (Does not include the Holly Springs National Forest portion)
Washington
Webster
Winston
Yalobusha
MISSOURI
Kansas City
Survey Area
Kansas:
Jefferson (effective for wage surveys beginning in October 2026)
Johnson
Leavenworth
Osage (effective for wage surveys beginning in October 2026)
Shawnee (effective for wage surveys beginning in October 2026)
Wyandotte
Missouri:
Cass
Clay
Jackson
Johnson (effective for wage surveys beginning in October 2026)
Platte
Ray
Area of Application. Survey area plus:
Kansas:
Allen
Anderson
Atchison
Bourbon
Doniphan
Douglas
Franklin
Jackson
Jefferson (effective until October 2026)
Linn
Miami
Osage (effective until October 2026)
Shawnee (effective until October 2026)
Wabaunsee
Missouri:
Adair
Andrew
Atchison
Bates
Buchanan
Caldwell
Carroll
Chariton
Clinton
Daviess
DeKalb
Gentry
Grundy
Harrison
Henry
Holt
Johnson (effective until October 2026)
Lafayette
Linn
Livingston
Macon
Mercer
Nodaway
Pettis
Putnam
Saline
Schuyler
Sullivan
Worth
St. Louis
Survey Area
Illinois:
Clinton
Madison
Monroe
St. Clair
Williamson (effective for wage surveys beginning in October 2026)
Missouri (city):
St. Louis
Missouri (counties):
Boone (effective for wage surveys beginning in October 2026)
Franklin
Jefferson
St. Charles
St. Louis
Area of Application. Survey area plus:
Illinois:
Adams
Alexander
Bond
Calhoun
Clay
Effingham
Fayette
Franklin
Greene
Hamilton
Jackson
Jefferson
Jersey
Johnson
Macoupin
Marion
Montgomery
Perry
Pike
Pope
Pulaski
Randolph
Saline
Union
Washington
Wayne
Williamson (effective until October 2026)
Missouri:
Audrain
Bollinger
Boone (effective until October 2026)
Callaway
Cape Girardeau
Clark
Cole
Cooper
Crawford
Gasconade
Howard
Iron
Knox
Lewis
Lincoln
Madison
Marion
Mississippi
Moniteau
Monroe
Montgomery
Osage
Perry
Pike
Ralls
Randolph
St. Francois
Ste. Genevieve
Scotland
Scott
Shelby
Warren
Washington
Southern Missouri
Survey Area
Missouri:
Christian
Greene
Laclede
Phelps
Pulaski
Webster
Area of Application. Survey area plus:
Kansas:
Cherokee
Crawford
Missouri:
Barry
Barton
Benton
Butler
Camden
Carter
Cedar
Dade
Dallas
Dent
Douglas
Hickory
Howell
Jasper
Lawrence
Maries
Miller
Morgan
New Madrid
Newton
Oregon
Ozark
Polk
Reynolds
Ripley
St. Clair
Shannon
Stoddard
Stone
Taney
Texas
Vernon
Wayne
Wright
MONTANA
Montana
Survey Area
Montana:
Cascade
Lewis and Clark
Yellowstone
Area of Applicaton. Survey area plus:
Montana:
Beaverhead
Big Horn
Blaine
Broadwater
Carbon
Carter
Chouteau
Custer
Daniels
Dawson
Deer Lodge
Fallon
Fergus
Flathead
Gallatin
Garfield
Glacier
Golden Valley
Granite
Hill
Jefferson
Judith Basin
Lake
Liberty
Lincoln
McCone
Madison
Meagher
Mineral
Missoula
Musselshell
Park
Petroleum
Phillips
Pondera
Powder River
Powell
Prairie
Ravalli
Richland
Roosevelt
Rosebud
Sanders
Sheridan
Silver Bow
Stillwater
Sweet Grass
Teton
Toole
Treasure
Valley
Wheatland
Wibaux
Wyoming:
Big Horn
Park
Teton
NEBRASKA
Omaha
Survey Area
Iowa:
Pottawattamie
Nebraska:
Douglas
Lancaster
Sarpy
Area of Applicaton. Survey area plus:
Iowa:
Adams
Audubon
Buena Vista
Cass
Cherokee
Clay
Crawford
Fremont
Harrison
Ida
Mills
Monona
Montgomery
O'Brien
Page
Palo Alto
Plymouth
Pocahontas
Sac
Shelby
Sioux
Taylor
Woodbury
Nebraska:
Adams
Antelope
Arthur
Blaine
Boone
Boyd
Brown
Buffalo
Burt
Butler
Cass
Cedar
Chase
Cherry
Clay
Colfax
Cuming
Custer
Dakota
Dawson
Dixon
Dodge
Dundy
Fillmore
Franklin
Frontier
Furnas
Gage
Garfield
Gosper
Grant
Greeley
Hall
Hamilton
Harlan
Hayes
Hitchcock
Holt
Hooker
Howard
Jefferson
Johnson
Kearney
Keith
Keya Paha
Knox
Lincoln
Logan
Loup
McPherson
Madison
Merrick
Nance
Nemaha
Nuckolls
Otoe
Pawnee
Perkins
Phelps
Pierce
Platte
Polk
Red Willow
Richardson
Rock
Saline
Saunders
Seward
Sherman
Stanton
Thayer
Thomas
Thurston
Valley
Washington
Wayne
Webster
Wheeler
York
South Dakota:
Union
NEVADA
Las Vegas
Survey Area
Nevada:
Clark
Nye
Area of Applicaton. Survey area plus:
Arizona:
Mohave
California:
Inyo (Does not include the China Lake Naval Weapons Center portion.)
Nevada:
Esmeralda
Lincoln
Reno
Survey Area
California:
Lassen (effective for wage surveys beginning in March 2026)
Nevada:
Lyon
Mineral
Storey
Washoe
Area of Applicaton. Survey area plus:
California:
Alpine
Lassen (effective until March 2026)
Mono (Does not cover locations where the Bridgeport, CA, special schedule applies)
Nevada (city):
Carson City
Nevada (county):
Churchill
Douglas
Elko
Eureka
Humboldt
Lander
Pershing
White Pine
NEW MEXICO
Albuquerque-Santa Fe-Los Alamos
Survey Area
New Mexico:
Bernalillo
McKinley (effective for wage surveys beginning in April 2027)
Sandoval
Area of Application. Survey area plus:
New Mexico:
Catron
Cibola
Colfax
Curry
De Baca
Guadalupe
Harding
Lincoln (Does not include the White Sands Missile Range portion)
Los Alamos
McKinley (effective until April 2027)
Mora
Quay
Rio Arriba
Roosevelt
San Miguel
Santa Fe
Socorro (Does not include the White Sands Missile Range portion)
Taos
Torrance
Union
Valencia
NEW YORK
Albany-Schenectady
Survey Area
New York:
Albany
Montgomery
Rensselaer
Saratoga
Schenectady
Area of Applicaton. Survey area plus:
Massachusetts:
Berkshire
New York:
Columbia
Delaware
Fulton
Greene
Hamilton
Schoharie
Warren
Washington
Vermont:
Bennington
Rutland
Buffalo
Survey Area
New York:
Erie
Niagara
Area of Application. Survey area plus:
New York:
Allegany
Cattaraugus
Chautauqua
Wyoming
Pennsylvania:
Elk (Only includes the Allegheny National Forest portion)
Forest (Only includes the Allegheny National Forest portion)
McKean
Warren
New York-Newark
Survey Area
New Jersey:
Bergen
Burlington (Only includes the Joint Base McGuire-Dix-Lakehurst portion)
Essex
Hudson
Middlesex
Monmouth (effective for wage surveys beginning in January 2028)
Morris
Ocean (effective for wage surveys beginning in January 2028)
Passaic
Somerset
Union
New York:
Bronx
Dutchess (effective for wage surveys beginning in January 2028)
Kings
Nassau
New York
Orange
Queens
Suffolk
Westchester
Pennsylvania:
Monroe (effective for wage surveys beginning in January 2028)
Area of Application. Survey area plus:
Connecticut:
Fairfield
New Jersey:
Hunterdon
Mercer
Monmouth (effective until January 2028)
Ocean (effective until January 2028)
Sussex
Warren
New York:
Dutchess (effective until January 2028)
Putnam
Richmond
Rockland
Sullivan
Ulster
Pennsylvania:
Carbon
Lehigh
Monroe (effective until January 2028)
Northampton
Pike
Wayne
Northern New York
Survey Area
New York:
Clinton
Franklin
Jefferson
St. Lawrence
Vermont:
Chittenden
Franklin
Grand Isle
Area of Application. Survey area plus:
New York:
Essex
Lewis
Vermont:
Addison
Caledonia
Essex
Lamoille
Orleans
Washington
Rochester
Survey Area
New York:
Livingston
Monroe
Ontario
Orleans
Steuben
Wayne
Area of Application. Survey area plus:
New York:
Chemung
Genesee
Schuyler
Seneca
Yates
Pennsylvania:
Tioga
Syracuse-Utica-Rome
Survey Area
New York:
Herkimer
Madison
Oneida
Onondaga
Oswego
Area of Application. Survey area plus:
New York:
Broome
Cayuga
Chenango
Cortland
Otsego
Tioga
Tompkins
NORTH CAROLINA
Asheville
Survey Area
North Carolina:
Buncombe
Haywood
Henderson
Madison
Transylvania
Area of Application. Survey area plus:
North Carolina:
Avery
Cherokee
Clay
Graham
Jackson
Macon
Mitchell
Polk
Rutherford
Swain
Yancey
Central North Carolina
Survey Area
North Carolina:
Cumberland
Durham
Harnett
Hoke
Johnston
Orange
Wake
Wayne
Area of Application. Survey area plus:
North Carolina:
Alamance
Bladen
Caswell
Chatham
Davidson
Davie
Edgecombe
Forsyth
Franklin
Granville
Guilford
Halifax
Lee
Montgomery
Moore
Nash
Northampton
Person
Randolph
Richmond
Robeson
Rockingham
Sampson
Scotland
Stokes
Surry
Vance
Warren
Wilson
Yadkin
South Carolina:
Dillon
Marion
Marlboro
Charlotte-Concord
Survey Area
North Carolina:
Cabarrus
Gaston
Mecklenburg
Rowan
Union
Area of Application. Survey area plus:
North Carolina:
Alexander
Anson
Burke
Caldwell
Catawba
Cleveland
Iredell
Lincoln
McDowell
Stanly
Wilkes
South Carolina:
Chester
Chesterfield
Lancaster
York
Southeastern North Carolina
Survey Area
North Carolina:
Brunswick
Carteret
Columbus
Craven
Jones
Lenoir
New Hanover
Onslow
Pamlico
Pender
Area of Application. Survey area plus:
North Carolina:
Beaufort
Bertie
Duplin
Greene
Hyde
Martin
Pitt
Washington
NORTH DAKOTA
North Dakota
Survey Area
Minnesota:
Clay
Polk
North Dakota:
Burleigh
Cass
Grand Forks
McLean
Mercer
Morton
Oliver
Traill
Ward
Area of Application. Survey area plus:
Minnesota:
Becker (does not include the White Earth Indian Reservation portion)
Kittson
Marshall
Norman
Otter Tail
Pennington
Red Lake
Roseau
Wilkin
North Dakota:
Adams
Barnes
Benson
Billings
Bottineau
Bowman
Burke
Cavalier
Dickey
Divide
Dunn
Eddy
Emmons
Foster
Golden Valley
Grant
Griggs
Hettinger
Kidder
LaMoure
Logan
McHenry
McIntosh
McKenzie
Mountrail
Nelson
Pembina
Pierce
Ramsey
Ransom
Renville
Richland
Rolette
Sargent
Sheridan
Sioux
Slope
Stark
Steele
Stutsman
Towner
Walsh
Wells
Williams
OHIO
Cincinnati
Survey Area
Indiana:
Dearborn
Kentucky:
Boone
Campbell
Kenton
Ohio:
Clermont
Hamilton
Warren
Area of Application. Survey area plus:
Indiana:
Franklin
Ohio
Ripley
Switzerland
Union
Kentucky:
Bracken
Carroll
Gallatin
Grant
Lewis
Mason
Owen
Pendleton
Robertson
Ohio:
Adams
Brown
Butler
Clinton
Highland
Cleveland-Akron-Canton
Survey Area
Ohio:
Cuyahoga
Geauga
Lake
Mahoning (effective for wage surveys beginning in April 2027)
Medina
Area of Application. Survey area plus:
Ohio:
Ashland
Ashtabula
Carroll
Columbiana
Coshocton
Crawford
Erie
Holmes
Huron
Lorain
Mahoning (effective until April 2027)
Ottawa
Portage
Richland
Sandusky
Stark
Summit
Trumbull
Tuscarawas
Wayne
Columbus-Marion-Zanesville
Survey Area
Ohio:
Delaware
Fairfield
Franklin
Licking
Madison
Pickaway
Ross (effective for wage surveys beginning in January 2027)
Area of Application. Survey area plus:
Ohio:
Athens
Fayette
Guernsey
Hancock
Hardin
Hocking
Knox
Logan
Marion
Morgan
Morrow
Muskingum
Noble
Perry
Pike
Ross (effective until January 2027)
Seneca
Union
Vinton
Wyandot
Dayton
Survey Area
Ohio:
Champaign
Clark
Greene
Miami
Montgomery
Preble
Area of Application. Survey area plus:
Ohio:
Allen
Auglaize
Darke
Mercer
Shelby
Van Wert
OKLAHOMA
Oklahoma City
Survey Area
Oklahoma:
Canadian
Cleveland
McClain
Oklahoma
Pottawatomie
Area of Application. Survey area plus:
Oklahoma:
Alfalfa
Atoka
Beckham
Blaine
Caddo
Coal
Custer
Dewey
Ellis
Garfield
Garvin
Grady
Grant
Harper
Hughes
Johnston
Kingfisher
Lincoln
Logan
Major
Marshall
Murray
Noble
Payne
Pontotoc
Roger Mills
Seminole
Washita
Woods
Woodward
Tulsa
Survey Area
Oklahoma:
Creek
Mayes
Muskogee
Osage
Pittsburg
Rogers
Tulsa
Wagoner
Area of Application. Survey area plus:
Arkansas:
Benton
Carroll
Crawford
Franklin (Only includes the Fort Chaffee portion)
Madison
Sebastian
Washington
Missouri:
McDonald
Oklahoma:
Adair
Cherokee
Choctaw
Craig
Delaware
Haskell
Kay
Latimer
Le Flore
McCurtain
McIntosh
Nowata
Okfuskee
Okmulgee
Ottawa
Pawnee
Pushmataha
Sequoyah
Washington
OREGON
Portland-Vancouver-Salem
Survey Area
Oregon:
Clackamas
Marion
Multnomah
Polk
Washington
Washington:
Clark
Area of Application. Survey area plus:
Oregon:
Benton
Clatsop
Columbia
Gilliam
Hood River
Linn
Sherman
Tillamook
Wasco
Yamhill
Washington:
Cowlitz
Klickitat
Skamania
Wahkiakum
Southwestern Oregon
Survey Area
Oregon:
Douglas
Jackson
Lane
Area of Application. Survey area plus:
California:
Del Norte
Oregon:
Coos
Crook
Curry
Deschutes
Jefferson
Josephine
Klamath
Lake
Lincoln
PENNSYLVANIA
Harrisburg-York-Lebanon
Survey Area
Pennsylvania:
Cumberland
Dauphin
Lebanon
Union (effective for wage surveys beginning in May 2026)
York
Area of Application. Survey area plus:
Pennsylvania:
Adams (Does not include the Raven Rock Mountain Complex)
Clinton
Juniata
Lancaster
Lycoming
Mifflin
Perry
Snyder
Union (effective until May 2026)
Philadelphia-Reading-Camden
Survey Area
Delaware:
Kent (effective for wage surveys beginning in October 2027)
New Castle (effective for wage surveys beginning in October 2027)
Maryland:
Cecil (effective for wage surveys beginning in October 2027)
New Jersey:
Burlington (Excluding the Joint Base McGuire-Dix-Lakehurst portion)
Camden
Gloucester
Salem (effective for wage surveys beginning in October 2027)
Pennsylvania:
Bucks
Chester
Delaware
Montgomery
Philadelphia
Area of Application. Survey area plus:
Delaware:
Kent (effective until October 2027)
New Castle (effective until October 2027)
Sussex
Maryland:
Cecil (effective until October 2027)
Somerset
Wicomico
Worcester (Does not include the Assateague Island portion)
New Jersey:
Atlantic
Cape May
Cumberland
Salem (effective until October 2027)
Pennsylvania:
Berks
Schuylkill
Pittsburgh
Survey Area
Pennsylvania:
Allegheny
Beaver
Butler
Cambria (effective for wage surveys beginning in July 2027)
Washington
Westmoreland
Area of Application. Survey area plus:
Ohio:
Belmont
Harrison
Jefferson
Pennsylvania:
Armstrong
Bedford
Blair
Cambria (effective until July 2027)
Cameron
Centre
Clarion
Clearfield
Crawford
Elk (Does not include the Allegheny National Forest portion)
Erie
Fayette
Forest (Does not include the Allegheny National Forest portion)
Greene
Huntingdon
Indiana
Jefferson
Lawrence
Mercer
Potter
Somerset
Venango
West Virginia:
Brooke
Hancock
Marshall
Ohio
Scranton-Wilkes-Barre
Survey Area
Pennsylvania:
Lackawanna
Luzerne
Area of Application. Survey area plus:
Pennsylvania:
Bradford
Columbia
Montour
Northumberland
Sullivan
Susquehanna
Wyoming
PUERTO RICO
Puerto Rico
Survey Area
Puerto Rico (Municipios):
Bayamón
Canóvanas
Carolina
Cataño
Guaynabo
Humacao
Loíza
San Juan
Toa Baja
Trujillo Alto
Area of Application.
Puerto Rico
SOUTH CAROLINA
Charleston
Survey Area
South Carolina:
Berkeley
Charleston
Dorchester
Area of Application. Survey area plus:
South Carolina:
Colleton
Georgetown
Horry
Williamsburg
Columbia
Survey Area
South Carolina:
Darlington
Florence
Kershaw
Lee
Lexington
Richland
Sumter
Area of Application. Survey area plus:
South Carolina:
Abbeville
Anderson
Calhoun
Cherokee
Clarendon
Fairfield
Greenville
Greenwood
Laurens
Newberry
Oconee
Orangeburg
Pickens
Saluda
Spartanburg
Union
SOUTH DAKOTA
Eastern South Dakota
Survey Area
South Dakota:
Minnehaha
Area of Application. Survey area plus:
Iowa:
Dickinson
Emmet
Lyon
Osceola
Minnesota:
Jackson
Lincoln
Lyon
Murray
Nobles
Pipestone
Rock
South Dakota:
Aurora
Beadle
Bennett
Bon Homme
Brookings
Brown
Brule
Buffalo
Campbell
Charles Mix
Clark
Clay
Codington
Corson
Davison
Day
Deuel
Dewey
Douglas
Edmunds
Faulk
Grant
Gregory
Haakon
Hamlin
Hand
Hanson
Hughes
Hutchinson
Hyde
Jerauld
Jones
Kingsbury
Lake
Lincoln
Lyman
McCook
McPherson
Marshall
Mellette
Miner
Moody
Potter
Roberts
Sanborn
Spink
Stanley
Sully
Todd
Tripp
Turner
Walworth
Yankton
Ziebach
TENNESSEE
Eastern Tennessee
Survey Area
Tennessee:
Carter
Hawkins
Sullivan
Unicoi
Washington
Virginia (city):
Bristol
Virginia (counties):
Scott
Washington
Area of Application. Survey area plus:
Kentucky:
Harlan
Letcher
North Carolina:
Alleghany
Ashe
Watauga
Tennessee:
Cocke
Greene
Hancock
Johnson
Virginia:
Buchanan
Grayson
Lee
Russell
Smyth
Tazewell
Memphis
Survey Area
Arkansas:
Crittenden
Mississippi
Mississippi:
De Soto
Tennessee:
Shelby
Tipton
Area of Application. Survey area plus:
Arkansas:
Craighead
Cross
Lee
Poinsett
St. Francis
Mississippi:
Benton
Lafayette (Only includes the Holly Springs National Forest portion)
Marshall
Panola
Pontotoc (Only includes the Holly Springs National Forest portion)
Tate
Tippah
Tunica
Union (Only includes the Holly Springs National Forest portion)
Missouri:
Dunklin
Pemiscot
Tennessee:
Carroll
Chester
Crockett
Dyer
Fayette
Gibson
Hardeman
Hardin
Haywood
Lake
Lauderdale
Madison
McNairy
Obion
Nashville
Survey Area
Kentucky:
Christian
Tennessee:
Cheatham
Davidson
Dickson
Montgomery
Robertson
Rutherford
Sumner
Williamson
Wilson
Area of Application. Survey area plus:
Alabama:
Jackson
Georgia:
Catossa
Chattooga
Dade
Murray
Walker
Whitfield
Illinois:
Massac
Kentucky:
Adair
Allen
Ballard
Barren
Butler
Caldwell
Calloway
Carlisle
Clinton
Cumberland
Edmonson
Fulton
Graves
Hickman
Hopkins
Livingston
Logan
Lyon
McCracken
Marshall
Metcalfe
Monroe
Muhlenberg
Russell
Simpson
Todd
Trigg
Warren
Tennessee:
Anderson
Bedford
Benton
Bledsoe
Blount
Bradley
Campbell
Cannon
Claiborne
Clay
Coffee
Cumberland
Decatur
DeKalb
Fentress
Franklin
Grainger
Grundy
Hamblen
Hamilton
Henderson
Henry
Hickman
Houston
Humphreys
Jackson
Jefferson
Knox
Lawrence
Lewis
Loudon
McMinn
Macon
Marion
Marshall
Maury
Meigs
Monroe
Moore
Morgan
Overton
Perry
Pickett
Polk
Putnam
Rhea
Roane
Scott
Sequatchie
Sevier
Smith
Stewart
Trousdale
Union
Van Buren
Warren
Weakley
White
TEXAS
Austin
Survey Area
Texas:
Hays
Milam
Travis
Williamson
Area of Application. Survey area plus:
Texas:
Bastrop
Blanco
Burnet
Caldwell
Fayette
Lee
Llano
Mason
San Saba
Corpus Christi-Kingsville-Alice
Survey Area
Texas:
Hidalgo (effective for wage surveys beginning in June 2026)
Nueces
San Patricio
Area of Application. Survey area plus:
Texas:
Aransas
Bee
Brooks
Calhoun
Cameron
Duval
Goliad
Hidalgo (effective until June 2026)
Jim Wells
Kenedy
Kleberg
Live Oak
Refugio
Starr
Victoria
Willacy
Dallas-Fort Worth
Survey Area
Texas:
Collin
Dallas
Denton
Ellis
Grayson
Hood
Johnson
Kaufman
Parker
Rockwall
Tarrant
Wise
Area of Application. Survey area plus:
Oklahoma:
Bryan
Carter
Love
Texas:
Cherokee
Cooke
Delta
Erath
Fannin
Henderson
Hill
Hopkins
Hunt
Jack
Lamar
Montague
Navarro
Palo Pinto
Rains
Smith
Somervell
Van Zandt
Wood
El Paso
Survey Area
New Mexico:
Dona Ana
Otero
Texas:
El Paso
Area of Application. Survey area plus:
New Mexico:
Chaves
Eddy
Grant
Hidalgo
Lincoln (Only includes the White Sands Missile Range portion)
Luna
Sierra
Socorro (Only includes the White Sands Missile Range portion)
Texas:
Culberson
Hudspeth
Houston-Galveston-Texas City
Survey Area
Texas:
Brazoria
Fort Bend
Galveston
Harris
Liberty
Montgomery
Waller
Area of Application. Survey area plus:
Texas:
Angelina
Austin
Chambers
Colorado
Grimes
Hardin
Houston
Jackson
Jasper
Jefferson
Lavaca
Madison
Matagorda
Nacogdoches
Newton
Orange
Polk
Sabine
San Augustine
San Jacinto
Shelby
Trinity
Tyler
Walker
Washington
Wharton
San Antonio
Survey Area
Texas:
Bexar
Comal
Guadalupe
Area of Application. Survey area plus:
Texas:
Atascosa
Bandera
DeWitt
Dimmit
Edwards
Frio
Gillespie
Gonzales
Jim Hogg
Karnes
Kendall
Kerr
Kinney
La Salle
McMullen
Maverick
Medina
Real
Uvalde
Val Verde
Webb
Wilson
Zapata
Zavala
Texarkana
Survey Area
Arkansas:
Little River
Miller
Texas:
Bowie
Area of Application. Survey area plus:
Arkansas:
Columbia
Hempstead
Howard
Lafayette
Nevada
Sevier
Texas:
Camp
Cass
Franklin
Marion
Morris
Red River
Titus
Waco
Survey Area
Texas:
Bell
Coryell
McLennan
Area of Application. Survey area plus:
Texas:
Anderson
Bosque
Brazos
Burleson
Falls
Freestone
Hamilton
Lampasas
Leon
Limestone
Mills
Robertson
Western Texas
Survey Area
Texas:
Callahan
Ector
Howard
Jones
Lubbock
Midland
Nolan
Taylor
Tom Green
Area of Application. Survey area plus:
New Mexico:
Lea
Oklahoma:
Beaver
Cimarron
Texas
Texas:
Andrews
Armstrong
Bailey
Borden
Brewster
Briscoe
Brown
Carson
Castro
Childress
Cochran
Coke
Coleman
Collingsworth
Comanche
Concho
Cottle
Crane
Crockett
Crosby
Dallam
Dawson
Deaf Smith
Dickens
Donley
Eastland
Fisher
Floyd
Gaines
Garza
Glasscock
Gray
Hale
Hall
Hansford
Hartley
Haskell
Hemphill
Hockley
Hutchinson
Irion
Jeff Davis
Kent
Kimble
King
Lamb
Lipscomb
Loving
Lynn
McCulloch
Martin
Menard
Mitchell
Moore
Motley
Ochiltree
Oldham
Parmer
Pecos
Potter
Presidio
Randall
Reagan
Reeves
Roberts
Runnels
Schleicher
Scurry
Shackelford
Sherman
Stephens
Sterling
Stonewall
Sutton
Swisher
Terrell
Terry
Throckmorton
Upton
Ward
Wheeler
Winkler
Yoakum
Wichita Falls, Texas-Southwestern Oklahoma
Survey Area
Oklahoma:
Comanche
Cotton
Stephens
Tillman
Texas:
Archer
Clay
Wichita
Area of Application. Survey area plus:
Oklahoma:
Greer
Harmon
Jackson
Jefferson
Kiowa
Texas:
Baylor
Foard
Hardeman
Knox
Wilbarger
Young
UTAH
Utah
Survey Area
Utah:
Box Elder
Davis
Salt Lake
Tooele
Utah
Weber
Area of Application. Survey area plus:
Colorado:
Mesa
Moffat
Idaho:
Franklin
Utah:
Beaver
Cache
Carbon
Daggett
Duchesne
Emery
Garfield (Does not include the Bryce Canyon, Capitol Reef, and Canyonlands National Parks portions)
Grand (Does not include the Arches and Canyonlands National Parks portions)
Iron (Does not include the Cedar Breaks National Monument and Zion National Park portions)
Juab
Millard
Morgan
Piute
Rich
Sanpete
Sevier
Summit
Uintah
Wasatch
Wayne (Does not include the Capitol Reef and Canyonlands National Parks portions)
VIRGINIA
Richmond
Survey Area
Virginia (cities):
Colonial Heights
Hopewell
Petersburg
Richmond
Virginia (counties):
Charles City
Chesterfield
Dinwiddie
Goochland
Hanover
Henrico
New Kent
Powhatan
Prince George
Area of Application. Survey area plus:
Virginia (cities):
Charlottesville
Emporia
Virginia (counties):
Albemarle (Does not include the Shenandoah National Park portion)
Amelia
Brunswick
Buckingham
Charlotte
Cumberland
Essex
Fluvanna
Greene (Does not include the Shenandoah National Park portion)
Greensville
King and Queen
King William
Lancaster
Louisa
Lunenburg
Mecklenburg
Nelson
Northumberland
Nottoway
Prince Edward
Richmond
Sussex
Roanoke
Survey Area
Virginia (cities):
Radford
Roanoke
Salem
Virginia (counties):
Botetourt
Craig
Montgomery
Roanoke
Area of Application. Survey area plus:
Virginia (cities):
Buena Vista
Covington
Danville
Galax
Lexington
Lynchburg
Martinsville
Virginia (counties):
Alleghany
Amherst
Appomattox
Bath
Bedford
Bland
Campbell
Carroll
Floyd
Franklin
Giles
Halifax
Henry
Highland
Patrick
Pittsylvania
Pulaski
Rockbridge
Wythe
Virginia Beach-Chesapeake
Survey Area
North Carolina:
Currituck
Pasquotank (effective for wage surveys beginning in May 2026)
Virginia (cities):
Chesapeake
Hampton
Newport News
Norfolk
Poquoson
Portsmouth
Suffolk
Virginia Beach
Williamsburg
Virginia (counties):
Gloucester
James City
York
Area of Application. Survey area plus:
Maryland:
Worcester (Only includes the Assateague Island portion)
North Carolina:
Camden
Chowan
Dare
Gates
Hertford
Pasquotank (effective until May 2026)
Perquimans
Tyrrell
Virginia (city):
Franklin
Virginia (counties):
Accomack
Isle of Wight
Mathews
Middlesex
Northampton
Southampton
Surry
WASHINGTON
Seattle-Tacoma
Survey Area
Washington:
Island (effective for wage surveys beginning in September 2026)
King
Kitsap
Pierce
Snohomish
Area of Application. Survey area plus:
Washington:
Chelan (Only includes the North Cascades National Park section)
Clallam
Grays Harbor
Island (effective until September 2026)
Jefferson
Lewis
Mason
Pacific
San Juan
Skagit
Thurston
Whatcom
Southeastern Washington-Eastern Oregon
Survey Area
Oregon:
Umatilla
Washington:
Benton
Franklin
Walla Walla
Yakima
Area of Application. Survey area plus:
Oregon:
Baker
Grant
Harney
Malheur
Morrow
Union
Wallowa
Wheeler
Washington:
Columbia
Kittitas (Only includes the Yakima Firing Range portion)
Spokane
Survey Area
Washington:
Spokane
Area of Application. Survey area plus:
Idaho:
Benewah
Bonner
Boundary
Clearwater
Idaho
Kootenai
Latah
Lewis
Nez Perce
Shoshone
Washington:
Adams
Asotin
Chelan (Does not include the North Cascades National Park portion)
Douglas
Ferry
Garfield
Grant
Kittitas (Does not include the Yakima Firing Range portion)
Lincoln
Okanogan
Pend Oreille
Stevens
Whitman
WEST VIRGINIA
West Virginia
Survey Area
Kentucky:
Boyd
Greenup
Ohio:
Lawrence
West Virginia:
Cabell
Harrison
Kanawha
Marion
Monongalia
Putnam
Wayne
Area of Application. Survey area plus:
Kentucky:
Carter
Elliott
Floyd
Johnson
Lawrence
Magoffin
Martin
Pike
Ohio:
Gallia
Jackson
Meigs
Monroe
Scioto
Washington
Virginia (city):
Norton
Virginia (counties):
Dickenson
Wise
West Virginia:
Barbour
Boone
Braxton
Calhoun
Clay
Doddridge
Fayette
Gilmer
Grant
Greenbrier
Jackson
Lewis
Lincoln
Logan
McDowell
Mason
Mercer
Mingo
Monroe
Nicholas
Pendleton
Pleasants
Pocahontas
Preston
Raleigh
Randolph
Ritchie
Roane
Summers
Taylor
Tucker
Tyler
Upshur
Webster
Wetzel
Wirt
Wood
Wyoming
WISCONSIN
Madison
Survey Area
Wisconsin:
Dane
Area of Application. Survey area plus:
Wisconsin:
Adams
Columbia
Grant
Green
Green Lake
Iowa
Lafayette
Marquette
Rock
Sauk
Waushara
Milwaukee-Racine-Waukesha
Survey Area
Wisconsin:
Milwaukee
Ozaukee
Washington
Waukesha
Area of Application. Survey area plus:
Wisconsin:
Brown
Calumet
Dodge
Door
Fond du Lac
Jefferson
Kewaunee
Manitowoc
Menominee
Oconto
Outagamie
Racine
Shawano
Sheboygan
Walworth
Winnebago
Southwestern Wisconsin
Survey Area
Wisconsin:
Chippewa
Eau Claire
La Crosse
Monroe
Trempealeau
Area of Application. Survey area plus:
Minnesota:
Houston
Wisconsin:
Barron
Buffalo
Clark
Crawford
Dunn
Forest
Jackson
Juneau
Langlade
Lincoln
Marathon
Oneida
Pepin
Portage
Price
Richland
Rusk
Taylor
Vernon
Vilas
Waupaca
Wood
WYOMING
Wyoming
Survey Area
South Dakota:
Pennington
Wyoming:
Albany
Laramie
Natrona
Area of Application. Survey area plus:
Nebraska:
Banner
Box Butte
Cheyenne
Dawes
Deuel
Garden
Kimball
Morrill
Scotts Bluff
Sheridan
Sioux
South Dakota:
Butte
Custer
Fall River
Harding
Jackson
Lawrence
Meade
Oglala Lakota
Perkins
Wyoming:
Campbell
Carbon
Converse
Crook
Fremont
Goshen
Hot Springs
Johnson
Lincoln
Niobrara
Platte
Sheridan
Sublette
Sweetwater
Uinta
Washakie
Weston
Appendix D to Subpart B of Part 532—Nonappropriated Fund Wage and Survey Areas
This appendix lists the wage area definitions for NAF employees. With a few exceptions, each area is defined in terms of county units or independent cities. Each wage area definition consists of:
(1) Wage area title. Wage areas usually carry the title of the county or counties surveyed.
(2) Survey area definition. Lists each county or independent city in the survey area.
(3) Area of application definition. Lists each county or independent city which, in addition to the survey area, is in the area of application.
Definitions of Wage Areas and Wage Area Survey Areas
| ALABAMA |
| Madison |
| Survey Area |
| Alabama: |
| Madison |
| Area of Application. Survey area plus: |
| Alabama: |
| Jefferson |
| Tennessee: |
| Coffee |
| Davidson |
| Hamilton |
| Rutherford |
| Montgomery |
| Survey Area |
| Alabama: |
| Montgomery |
| Area of Application. Survey area plus: |
| Alabama: |
| Dale |
| Dallas |
| Macon |
| ALASKA |
| Anchorage |
| Survey Area |
| Alaska: (borough) |
| Anchorage |
| Area of Application. Survey area plus: |
| Alaska: (boroughs and census areas) |
| Fairbanks North Star |
| Juneau |
| Kenai Peninsula |
| Ketchikan Gateway |
| Kodiak Island |
| Sitka |
| Southeast Fairbanks |
| Valdez-Cordova |
| Yukon-Koyukuk |
| ARIZONA |
| Maricopa |
| Survey Area |
| Arizona: |
| Maricopa |
| Area of Application. Survey area plus: |
| Arizona: |
| Coconino |
| Yavapai |
| Pima |
| Survey Area |
| Arizona: |
| Pima |
| Area of Application. Survey area plus: |
| Arizona: |
| Cochise |
| Yuma |
| Survey Area |
| Arizona: |
| Yuma |
| Area of Application. Survey area plus: |
| California: |
| Imperial |
| ARKANSAS |
| Pulaski |
| Survey Area |
| Arkansas: |
| Pulaski |
| Area of Application. Survey area plus: |
| Arkansas: |
| Jefferson |
| Sebastian |
| Washington |
| CALIFORNIA |
| Kern |
| Survey Area |
| California: |
| Kern |
| Area of Application. Survey area plus: |
| California: |
| Fresno |
| Kings |
| Los Angeles |
| Survey Area |
| California: |
| Los Angeles |
| Area of Application. Survey area. |
| Monterey |
| Survey Area |
| California: |
| Monterey |
| Area of Application. Survey area plus: |
| California: |
| San Mateo |
| Santa Clara |
| Orange |
| Survey Area |
| California: |
| Orange |
| Area of Application. Survey area. |
| Riverside |
| Survey Area |
| California: |
| Riverside |
| Area of Application. Survey area. |
| Sacramento |
| Survey Area |
| California: |
| Sacramento |
| Area of Application. Survey area plus: |
| California: |
| Yuba |
| Oregon: |
| Jackson |
| Klamath |
| San Bernardino |
| Survey Area |
| California: |
| San Bernardino |
| Area of Application. Survey area. |
| San Diego |
| Survey Area |
| California: |
| San Diego |
| Area of Application. Survey area. |
| San Joaquin |
| Survey Area |
| California: |
| San Joaquin |
| Area of Application. Survey area. |
| Santa Barbara |
| Survey Area |
| California: |
| Santa Barbara |
| Area of Application. Survey area plus: |
| California: |
| San Luis Obispo |
| Solano |
| Survey Area |
| California: |
| Solano |
| Area of Application. Survey area plus: |
| California: |
| Alameda |
| Contra Costa |
| Marin |
| Napa |
| San Francisco |
| Sonoma |
| Ventura |
| Survey Area |
| California: |
| Ventura |
| Area of Application. Survey area. |
| COLORADO |
| Arapahoe |
| Survey Area |
| Colorado: |
| Arapahoe |
| Area of Application. Survey area plus: |
| Colorado: |
| Mesa |
| El Paso |
| Survey Area |
| Colorado: |
| El Paso |
| Area of Application. Survey area plus: |
| Colorado: |
| Bent |
| Otero |
| Pueblo |
| CONNECTICUT |
| New London |
| Survey Area |
| Connecticut: |
| New London |
| Area of Application. Survey area plus: |
| Connecticut: |
| New Haven |
| DELAWARE |
| Kent |
| Survey Area |
| Delaware: |
| Kent |
| Area of Application. Survey area plus: |
| Delaware: |
| Sussex |
| Maryland: |
| Kent |
| DISTRICT OF COLUMBIA |
| Washington, DC |
| Survey Area |
| District of Columbia: |
| Washington, DC |
| Area of Application. Survey Area Plus: |
| West Virginia: |
| Berkeley |
| FLORIDA |
| Bay |
| Survey Area |
| Florida: |
| Bay |
| Area of Application. Survey area. |
| Brevard |
| Survey Area |
| Florida: |
| Brevard |
| Area of Application. Survey area. |
| Duval |
| Survey Area |
| Florida: |
| Duval |
| Area of Application. Survey area plus: |
| Florida: |
| Alachua |
| Clay |
| Columbia |
| Georgia: |
| Camden |
| Escambia |
| Survey Area |
| Florida: |
| Escambia |
| Area of Application. Survey area plus: |
| Florida: |
| Santa Rosa |
| Hillsborough |
| Survey Area |
| Florida: |
| Hillsborough |
| Area of Application. Survey area plus: |
| Florida: |
| Lee |
| Pinellas |
| Polk |
| Miami-Dade |
| Survey Area |
| Florida: |
| Miami-Dade |
| Area of Application. Survey area plus: |
| Florida: |
| Broward |
| Palm Beach |
| Monroe |
| Survey Area |
| Florida: |
| Monroe |
| Area of Application. Survey area. |
| Okaloosa |
| Survey Area |
| Florida: |
| Okaloosa |
| Area of Application. Survey area plus: |
| Florida: |
| Walton |
| Orange |
| Survey Area |
| Florida: |
| Orange |
| Area of Application. Survey area. |
| GEORGIA |
| Chatham |
| Survey Area |
| Georgia: |
| Chatham |
| Area of Application. Survey area plus: |
| Georgia: |
| Glynn |
| Liberty |
| South Carolina: |
| Beaufort |
| Cobb |
| Survey Area |
| Georgia: |
| Cobb |
| Area of Application. Survey area plus: |
| Alabama: |
| Calhoun |
| Georgia: |
| Bartow |
| De Kalb |
| Fulton |
| Columbus |
| Survey Area |
| Georgia: |
| Columbus |
| Area of Application. Survey area plus: |
| Georgia: |
| Chattahoochee |
| Dougherty |
| Survey Area |
| Georgia: |
| Dougherty |
| Area of Application. Survey area. |
| HOUSTON |
| Survey Area |
| Georgia: |
| Houston |
| Area of Application. Survey area plus: |
| Georgia: |
| Laurens |
| Lowndes |
| Survey Area |
| Georgia: |
| Lowndes |
| Area of Application. Survey area plus: |
| Florida: |
| Leon |
| Richmond |
| Survey Area |
| Georgia: |
| Richmond |
| Area of Application. Survey area plus: |
| South Carolina: |
| Aiken |
| GUAM |
| Guam |
| Survey Area |
| Guam |
| Area of Application. Survey area. |
| HAWAII |
| Honolulu |
| Survey Area |
| Hawaii: |
| Honolulu |
| Area of Application. Survey area plus: |
| Hawaii (counties): |
| Hawaii |
| Kauai |
| Maui |
| Pacific Islands: |
| Midway Islands |
| Johnston Atoll |
| American Samoa |
| IDAHO |
| Ada-Elmore |
| Survey Area |
| Idaho: |
| Ada |
| Elmore |
| Area of Application. Survey area. |
| ILLINOIS |
| LAKE |
| Survey Area |
| Illinois: |
| Lake |
| Survey Area. |
| Illinois: |
| Lake |
| Area of Application. Survey area plus: |
| Illinois: |
| Cook |
| Rock Island |
| Vermilion |
| Indiana: |
| St. Joseph |
| Iowa: |
| Johnson |
| Michigan: |
| Dickinson |
| Marquette |
| Wisconsin: |
| Brown |
| Dane |
| Milwaukee |
| Monroe |
| St. Clair |
| Survey Area |
| Illinois: |
| St. Clair |
| Area of Application. Survey area plus: |
| Illinois: |
| Madison |
| Williamson |
| Indiana: |
| Vanderburgh |
| Missouri (City): |
| St. Louis |
| Missouri (County): |
| St. Louis |
| KANSAS |
| Leaven-Worth-Jackson-Johnson |
| Survey Area |
| Kansas: |
| Leavenworth |
| Missouri: |
| Jackson |
| Johnson |
| Area of Application. Survey area. |
| Kansas: |
| Shawnee |
| Missouri: |
| Boone |
| Camden |
| Cass |
| Greene |
| Sedgwick |
| Survey Area |
| Kansas: |
| Sedgwick |
| Area of Application. Survey area. |
| Kansas: |
| Geary |
| Saline |
| KENTUCKY |
| Christian-Montgomery |
| Survey Area |
| Kentucky: |
| Christian |
| Tennessee: |
| Montgomery |
| Area of Application. Survey area. |
| Hardin-Jefferson |
| Kentucky: |
| Hardin |
| Jefferson |
| Area of Application. Survey area plus: |
| Indiana: |
| Jefferson |
| Johnson |
| Martin |
| Kentucky: |
| Fayette |
| Madison |
| Warren |
| LOUISIANA |
| Bossier-Caddo |
| Survey Area |
| Louisiana: (parishes) |
| Bossier |
| Caddo |
| Area of Application. Survey area plus: |
| Texas: |
| Bowie |
| Orleans |
| Survey Area |
| Louisiana: (parish) |
| Orleans |
| Area of Application. Survey area plus: |
| Louisiana: (parish) |
| Plaquemines |
| Rapides |
| Survey Area |
| Louisiana: (parish) |
| Rapides |
| Area of Application. Survey area plus: |
| Louisiana: (parish) |
| Vernon |
| MAINE |
| York |
| Survey Area |
| Maine: |
| York |
| Area of Application. Survey area plus: |
| Maine: |
| Cumberland |
| Kennebec |
| Penobscot |
| New Hampshire: |
| Rockingham |
| Vermont: |
| Windsor |
| MARYLAND |
| Anne Arundel |
| Survey Area |
| Maryland: |
| Anne Arundel |
| Area of Application. Survey area plus: |
| Maryland: (city) |
| Baltimore |
| Maryland: (counties) |
| Baltimore |
| Frederick |
| Charles-St. Mary's |
| Survey Area |
| Maryland: |
| Charles |
| St. Mary's |
| Area of Application. Survey area plus: |
| Maryland: |
| Calvert |
| Virginia: |
| King George |
| Harford |
| Survey Area |
| Maryland: |
| Harford |
| Area of Application. Survey area plus: |
| West Virginia: |
| Berkeley |
| Harford |
| Survey Area |
| Maryland: |
| Harford |
| Area of Application. Survey area plus: |
| Maryland: |
| Cecil |
| Montgomery-Prince George's |
| Survey Area |
| Maryland: |
| Montgomery |
| Prince George's |
| Area of Application. Survey area. |
| MASSACHUSETTS |
| Hampden |
| Survey Area |
| Massachusetts: |
| Hampden |
| Area of Application. Survey area plus: |
| Connecticut: |
| Hartford |
| Massachusetts: |
| Hampshire |
| Middlesex |
| Survey Area |
| Massachusetts: |
| Middlesex |
| Area of Application. Survey area plus: |
| Massachusetts: |
| Norfolk |
| Plymouth |
| Suffolk |
| New Hampshire: |
| Hillsborough |
| MICHIGAN |
| Macomb |
| Survey Area |
| Michigan: |
| Macomb |
| Area of Application. Survey area plus: |
| Michigan: |
| Alpena |
| Calhoun |
| Crawford |
| Grand Traverse |
| Huron |
| Iosco |
| Kent |
| Leelanau |
| Ottawa |
| Saginaw |
| Washtenaw |
| Wayne |
| Ohio: |
| Cuyahoga |
| Lucas |
| Ottawa |
| MINNESOTA |
| Hennepin |
| Survey Area |
| Minnesota: |
| Hennepin |
| Area of Application. Survey area plus: |
| Minnesota: |
| Morrison |
| Murray |
| Ramsey |
| Stearns |
| St. Louis |
| Wisconsin: |
| Juneau |
| Monroe |
| Polk |
| MISSISSIPPI |
| Harrison |
| Survey Area |
| Mississippi: |
| Harrison |
| Area of Application. Survey area plus: |
| Alabama: |
| Mobile |
| Mississippi: |
| Forest |
| Hancock |
| Jackson |
| Lauderdale |
| Survey Area |
| Mississippi: |
| Lauderdale |
| Area of Application. Survey area plus: |
| Mississippi: |
| Hinds |
| Rankin |
| Warren |
| Lowndes |
| Survey Area |
| Mississippi: |
| Lowndes |
| Area of Application. Survey area plus: |
| Alabama: |
| Tuscaloosa |
| MONTANA |
| Cascade |
| Survey Area |
| Montana: |
| Cascade |
| Area of Application. Survey area plus: |
| Montana: |
| Fergus |
| Flathead |
| Hill |
| Lewis and Clark |
| Valley |
| Yellowstone |
| NEBRASKA |
| Douglas-Sarpy |
| Survey Area |
| Nebraska: |
| Douglas |
| Sarpy |
| Area of Application. Survey area plus: |
| Iowa: |
| Marion |
| Polk |
| Woodbury |
| Nebraska: |
| Hall |
| Lancaster |
| Saunders |
| South Dakota: |
| Minnehaha |
| NEVADA |
| Churchill-Washoe |
| Survey Area |
| Nevada: |
| Churchill |
| Washoe |
| Area of Application. Survey area plus: |
| California: |
| Lassen |
| Mono |
| Nevada: |
| Mineral |
| Clark |
| Survey Area |
| Nevada: |
| Clark |
| Area of Application. Survey area. |
| NEW JERSEY |
| Burlington |
| Survey Area |
| New Jersey: |
| Burlington |
| Area of Application. Survey area plus: |
| Delaware: |
| New Castle |
| New Jersey: |
| Atlantic |
| Cape May |
| Monmouth |
| Ocean |
| Salem |
| Pennsylvania: |
| Chester |
| Montgomery |
| Philadelphia |
| Morris |
| Survey Area |
| New Jersey: |
| Morris |
| Area of Application. Survey area plus: |
| New Jersey: |
| Somerset |
| Pennsylvania: |
| Luzerne |
| Monroe |
| NEW MEXICO |
| Bernalillo |
| Survey Area |
| New Mexico: |
| Bernalillo |
| Area of Application. Survey area plus: |
| New Mexico: |
| McKinley |
| Curry |
| Survey Area |
| New Mexico: |
| Curry |
| Area of Application. Survey area plus: |
| Texas: |
| Lubbock |
| Potter |
| Dona Ana |
| Survey Area |
| New Mexico: |
| Dona Ana |
| Area of Application. Survey area plus: |
| New Mexico: |
| Chaves |
| Otero |
| NEW YORK |
| Jefferson |
| Survey Area |
| New York: |
| Jefferson |
| Area of Application. Survey area plus: |
| New York: |
| Albany |
| Oneida |
| Onondaga |
| Ontario |
| Saratoga |
| Schenectady |
| Steuben |
| Kings-Queens |
| Survey Area |
| New York: |
| Kings |
| Queens |
| Area of Application. Survey area plus: |
| New Jersey: |
| Essex |
| Hudson |
| New York: |
| Bronx |
| Nassau |
| New York |
| Richmond |
| Suffolk |
| Niagara |
| Survey Area |
| New York: |
| Niagara |
| Area of Application. Survey area plus: |
| New York: |
| Erie |
| Genesee |
| Ohio: |
| Trumbull |
| Pennsylvania: |
| Erie |
| Orange |
| Survey Area |
| New York: |
| Orange |
| Area of Application. Survey area plus: |
| New York: |
| Dutchess |
| Westchester |
| NORTH CAROLINA |
| Craven |
| Survey Area |
| North Carolina: |
| Craven |
| Area of Application. Survey area plus: |
| North Carolina: |
| Carteret |
| Dare |
| Cumberland |
| Survey Area |
| North Carolina: |
| Cumberland |
| Area of Application. Survey area plus: |
| North Carolina: |
| Durham |
| Forsyth |
| Rowan |
| Onslow |
| Survey area |
| North Carolina: |
| Onslow |
| Area of Application. Survey area plus: |
| North Carolina: |
| New Hanover |
| Wayne |
| Survey area |
| North Carolina: |
| Wayne |
| Area of Application. Survey area plus: |
| North Carolina: |
| Halifax |
| Pitt |
| NORTH DAKOTA |
| Grand Forks |
| Survey Area |
| North Dakota: |
| Grand Forks |
| Area of Application. Survey area plus: |
| Minnesota: |
| Hennepin |
| Morrison |
| Stearns |
| North Dakota: |
| Cass |
| Cavalier |
| Pembina |
| Steele |
| Ward |
| Survey Area |
| North Dakota: |
| Ward |
| Area of Application. Survey area plus: |
| North Dakota: |
| Divide |
| OHIO |
| Greene-Montgomery |
| Survey Area |
| Ohio: |
| Greene |
| Montgomery |
| Area of Application. Survey area plus: |
| Indiana: |
| Allen |
| Grant |
| Marion |
| Miami |
| Ohio: |
| Clinton |
| Franklin |
| Hamilton |
| Licking |
| Ross |
| West Virginia: |
| Raleigh |
| Wayne |
| OKLAHOMA |
| Comanche |
| Survey Area |
| Oklahoma: |
| Comanche |
| Area of Application. Survey area plus: |
| Oklahoma: |
| Cotton |
| Jackson |
| Oklahoma |
| Survey Area |
| Oklahoma: |
| Oklahoma |
| Area of Application. Survey area plus: |
| Oklahoma: |
| Garfield |
| Muskogee |
| Pittsburg |
| Tulsa |
| PENNSYLVANIA |
| Cumberland |
| Survey Area |
| Pennsylvania: |
| Cumberland |
| Area of Application. Survey area plus: |
| Pennsylvania: |
| Allegheny |
| Blair |
| Butler |
| Franklin |
| York |
| Survey Area |
| Pennsylvania: |
| York |
| Area of Application. Survey area plus: |
| Pennsylvania: |
| Lebanon |
| PUERTO RICO |
| Guaynabo-San Juan |
| Survey Area |
| Puerto Rico: |
| Guaynabo |
| San Juan |
| Area of Application. Survey area. |
| Puerto Rico: |
| Aguadilla |
| Bayamon |
| Mayaguez |
| Ponce |
| Salinas |
| RHODE ISLAND |
| Newport |
| Survey Area |
| Rhode Island: |
| Newport |
| Area of Application. Survey area plus: |
| Massachusetts: |
| Barnstable |
| Nantucket |
| Rhode Island: |
| Providence |
| Washington |
| SOUTH CAROLINA |
| Charleston |
| Survey Area |
| South Carolina: |
| Charleston |
| Area of Application. Survey area plus: |
| South Carolina: |
| Berkeley |
| Horry |
| Richland |
| Survey Area |
| South Carolina: |
| Richland |
| Area of Application. Survey area plus: |
| North Carolina: |
| Buncombe |
| Mecklenburg |
| South Carolina: |
| Sumpter |
| Tennessee: |
| Washington |
| SOUTH DAKOTA |
| Pennington |
| Survey Area |
| South Dakota: |
| Pennington |
| Area of Application. Survey area plus: |
| Montana: |
| Custer |
| South Dakota: |
| Fall River |
| Meade |
| Wyoming: |
| Sheridan |
| TENNESSEE |
| Shelby |
| Survey Area |
| Tennessee: |
| Shelby |
| Area of Application. Survey area plus: |
| Missouri: |
| Butler |
| TEXAS |
| Bell |
| Survey Area |
| Texas: |
| Bell |
| Area of Application. Survey area plus: |
| Texas: |
| Burnet |
| Coryell |
| Falls |
| Bexar |
| Survey Area |
| Texas: |
| Bexar |
| Area of Application. Survey area plus: |
| Texas: |
| Comal |
| Kerr |
| Travis |
| Val Verde |
| Dallas |
| Survey Area |
| Texas: |
| Dallas |
| Area of Application. Survey area plus: |
| Texas: |
| Angelina |
| Fannin |
| Galveston |
| Harris |
| El Paso |
| Survey Area |
| Texas: |
| El Paso |
| Area of Application. Survey area. |
| McLennan |
| Survey Area |
| Texas: |
| McLennan |
| Area of Application. Survey area. |
| Nueces |
| Survey Area |
| Texas: |
| Nueces |
| Area of Application. Survey area plus: |
| Texas: |
| Bee |
| Calhoun |
| Cameron |
| Kleberg |
| San Patricio |
| Webb |
| Tarrant |
| Survey Area |
| Texas: |
| Tarrant |
| Area of Application. Survey area plus: |
| Texas: |
| Cooke |
| Palo Pinto |
| Taylor |
| Survey Area |
| Texas: |
| Taylor |
| Area of Application. Survey area. |
| Tom Green |
| Survey Area |
| Texas: |
| Tom Green |
| Area of Application. Survey area plus: |
| Texas: |
| Howard |
| Wichita |
| Survey Area |
| Texas: |
| Wichita |
| Area of Application. Survey area. |
| UTAH |
| Davis-Salt Lake-Weber |
| Survey Area |
| Utah: |
| Davis |
| Salt Lake |
| Weber |
| Area of Application. Survey area plus: |
| Utah: |
| Box Elder |
| Tooele |
| Uintah |
| VIRGINIA |
| Alexandria-Arlington-Fairfax |
| Survey Area |
| Virginia (city): |
| Alexandria |
| Virginia (counties): |
| Arlington |
| Fairfax |
| Area of Application. Survey area. |
| Chesterfield-Richmond |
| Survey Area |
| Virginia: (city) |
| Richmond |
| Virginia: (county) |
| Chesterfield |
| Area of Application. Survey area plus: |
| Virginia: (cities) |
| Bedford |
| Charlottesville |
| Salem |
| Virginia: (counties) |
| Caroline |
| Nottoway |
| Prince George |
| West Virginia: |
| Pendleton |
| Hampton-Newport News |
| Survey Area |
| Virginia: (cities) |
| Hampton |
| Newport News |
| Area of Application. Survey area plus: |
| Virginia: (city) |
| Williamsburg |
| Virginia: (county) |
| York |
| Norfolk-Portsmouth-Virginia Beach |
| Survey Area |
| Virginia: (cities) |
| Norfolk |
| Portsmouth |
| Virginia Beach |
| Area of Application. Survey area plus: |
| North Carolina: |
| Pasquotank |
| Virginia: (cities) |
| Chesapeake |
| Suffolk |
| Virginia: (counties) |
| Accomack |
| Northampton |
| Prince William |
| Survey Area |
| Virginia: |
| Prince William |
| Area of Application. Survey area plus: |
| Virginia: |
| Fauquier |
| West Virginia: |
| Harrison |
| WASHINGTON |
| Kitsap |
| Survey Area |
| Washington: |
| Kitsap |
| Area of Application. Survey area plus: |
| Washington: |
| Clallam |
| Jefferson |
| Pierce |
| Survey Area |
| Washington: |
| Pierce |
| Area of Application. Survey area plus: |
| Oregon: |
| Clatsop |
| Coos |
| Douglas |
| Lane |
| Multnomah |
| Tillamook |
| Washington: |
| Clark |
| Grays Harbor |
| Snohomish |
| Survey Area |
| Washington: |
| Snohomish |
| Area of Application. Survey area plus: |
| Washington: |
| Island |
| King |
| Yakima |
| Spokane |
| Survey Area |
| Washington: |
| Spokane |
| Area of Application. Survey area plus: |
| Washington: |
| Adams |
| Walla Walla |
| WYOMING |
| Laramie |
| Survey Area |
| Wyoming: |
| Laramie |
| Area of Application. Survey area. |
Subpart C—Determining Rates for Principal Types of Positions
§ 532.301 Definitions.
For purposes of this subpart:
Nearest similar wage area means the nearest wage area which is most similar to the local wage area in terms of private employment, population, relative numbers of private employers in major industry categories, and kinds and sizes of industry establishments and in which adequate private establishments exist in the survey area whose activities are similar to those in the dominant industry.
Principal types of appropriated or nonappropriated fund positions means those groups of occupations which require work of a specialized nature and which are peculiar to a specific Government industry which is the dominant industry among the total wage employment in the wage area.
Specialized private industry means private industry establishments in those industry groups, comparable to the specialized Government industries listed in § 532.303 of this section, which must be included in a wage survey in order to obtain data comparable to a dominant industry.
§ 532.303 Specialized industry.
(a)(1) Under the appropriated fund wage system, a “specialized industry” is a Federal activity engaged in the production or repair of aircraft, ammunition, artillery and combat vehicles, communication equipment, electronic equipment, guided missiles, heavy duty equipment, shipbuilding, sighting and fire control equipment, or small arms.
(2) Under the nonappropriated fund wage system a “specialized industry” includes only nonappropriated fund operated eating and drinking places. Additional industries may be considered as specialized industries upon approval of the Office of Personnel Management.
§ 532.305 Dominant industry.
(a)(1) A specialized industry is a “dominant industry” if the number of wage employees in the wage area who are subject to the wage schedule for which the survey is made and employed in occupations which comprise the principal types of appropriated or nonappropriated fund positions in the specialized industry comprise:
(i) For appropriated fund activities,
(A) At least 25 percent of the total wage employment or
(B) 1,000 or more employees in a wage area having more than 4,000 wage employees; and
(ii) For nonappropriated fund activities
(A) At least 25 percent of the total wage employment or
(B) 100 or more wage employees in a wage area having 400 or more wage employees.
(2) If two or more specialized industries in a wage area qualify as dominant industries, the two specialized industries having the largest number of wage employees shall be the dominant industries for purposes of applying the requirements of this subpart.
§ 532.307 Determinating whether a dominant industry exists in a wage area.
(a) The chairperson of the local wage survey committee shall, before a full-scale wage survey is scheduled to begin, notify all appropriated or nonappropriated fund activities having employees subject to the wage schedules for which the survey is conducted so that organizations and individuals may submit written recommendations and supporting evidence to the local wage survey committee concerning principal types of appropriated or nonappropriated fund positions in the area. Each appropriated or nonappropriated fund activity shall publicize the opportunity to make such recommendations.
(b)(1) Before conducting a full-scale wage survey an occupational inventory of employees subject to the wage schedules for which the survey is conducted shall be obtained from each appropriated or nonappropriated fund activity in the area having such employees.
(2) After reviewing the occupational inventory and considering the recommendations received pursuant to paragraph (a) of this section, the local wage survey committee shall formulate its recommendations and prepare a written report concerning the existence of specialized industries within the wage area.
(3) The report of the recommendations, the occupational inventory, and the recommendations and supporting evidence received pursuant to paragraph (a) of this section shall be forwarded to the lead agency.
(c) The lead agency shall refer the occupational inventory and the reports received pursuant to paragraph (b) of this section to the agency wage committee for its consideration and recommendation if:
(1) The lead agency proposes not to accept the recommendation of the local wage survey committee concerning the specifications of the local wage survey; or
(2) The local wage survey committee's report is accompanied by a minority report.
(d) The lead agency shall determine, in writing, after taking into consideration the reports and recommendations received under paragraphs (b) and (c) of this section, and prior to ordering a full-scale wage survey to begin, whether the principal types of appropriated or nonappropriated fund positions in a local wage area comprise a dominant industry. The determination shall remain in effect until the next full-scale wage survey in the area.
§ 532.309 Determining adequacy of specialized private industry.
(a) Specialized private industry comparable to an appropriated fund dominant industry is adequate when:
(1) The survey area is one of the 25 largest Standard Metropolitan Statistical Areas, or the total number of employees of private industry establishments in the specialized private industry located in the survey area is at least equal to the total number of appropriated fund wage employees in occupations which comprise the principal types of appropriated positions in the dominant industry who are subject to the wage schedules for which the survey is made; or
(2) For any dominant industry except “ammunition,” the job matches obtained from the specialized private industry include one regular survey job in the WG-01 through 04 range, one regular survey job in the WG-05 through 08 range, one regular survey job in the WG-09 and above range, and one special survey job in the WG-09 and above range all providing at least 20 unweighted samples each; and three other regular or special survey jobs, each providing at least 10 unweighted samples.
(3) For the dominant industry “ammunition,” the job matches obtained from the specialized survey industries include one regular survey job in the WG-01 through 04 range, one special survey job in the WG-05 through 08 range, and one regular survey job in the WG-09 through 15 range, all providing at least 20 unweighted samples each; and three other regular or special survey jobs, each providing at least 10 unweighted samples.
(b) Specialized private industry comparable to a nonappropriated fund dominant industry is adequate when:
(1) The total number of employees of private industry establishments similar to the dominant industry located in the survey are at least equal to the number of nonappropriated fund wage employees in positions which comprise the principal types of nonappropriated fund positions in the dominant industry who are subject to the wage schedules for which the survey is made; and
(2) The job matches obtained from all industries surveyed for regular survey jobs related to the dominant industry include one regular survey job in the NA-01 through 04 range providing at least 10 samples; and one regular survey job in the NA-05 through 15 range and one other regular survey job, each providing at least five samples.
§ 532.311 Survey of specialized private industry related to a dominant industry.
If it is determined that there are one or more dominant industries within a wage area, the lead agency shall insure that the survey includes the industries and survey jobs related to the dominant industries. When the related industry within the local wage survey area fails to meet the criteria in § 532.309 of this subpart, the lead agency shall obtain data related to the dominant industry from the survey area of the wage area which is determined to be the nearest similar area which will provide adequate data under the criteria in § 532.309 of this subpart.
§ 532.313 Private sector industries.
(a) For appropriated fund surveys, the lead agency must use the private sector industries in the following North American Industry Classification System (NAICS) codes when it makes its wage schedule determinations for each specialized Federal industry:
| 2022 NAICS codes | 2022 NAICS industry titles |
|---|---|
| Aircraft Specialized Industry | |
| 332912 | Fluid power valve and hose fitting manufacturing. |
| 336411 | Aircraft manufacturing. |
| 336412 | Aircraft engine and engine parts manufacturing. |
| 336413 | Other aircraft part and auxiliary equipment manufacturing. |
| 336415 | Guided missile and space vehicle propulsion unit and propulsion unit parts manufacturing. |
| 336419 | Other guided missile and space vehicle parts and auxiliary equipment manufacturing. |
| 4811 | Scheduled air transportation. |
| 4812 | Nonscheduled air transportation. |
| 4879 | Scenic and sightseeing transportation, other. |
| 4881 | Support activities for air transportation. |
| 4921 | Couriers and express delivery services. |
| 541713 | Research and development in nanotechnology. |
| 541715 | Research and development in the physical, engineering, and life sciences (except nanotechnology and biotechnology). |
| 56172 | Janitorial services. |
| 62191 | Ambulance services. |
| 81142 | Reupholstery and furniture repair. |
| Ammunition Specialized Industry | |
| 32592 | Explosives manufacturing. |
| 332992 | Small arms ammunition manufacturing. |
| 332993 | Ammunition (except small arms) manufacturing. |
| Artillery and Combat Vehicles Specialized Industry | |
| 2211 | Electric power generation, transmission, and distribution. |
| 2212 | Natural gas distribution. |
| 32732 | Ready-mix concrete manufacturing. |
| 332216 | Saw blade and hand tool manufacturing. |
| 332323 | Ornamental and architectural metal work manufacturing. |
| 332439 | Other metal container manufacturing. |
| 332994 | Small arms, ordnance, and ordnance accessories manufacturing. |
| 332999 | All other miscellaneous fabricated metal product manufacturing. |
| 33311 | Agricultural implement manufacturing. |
| 33312 | Construction machinery manufacturing. |
| 333611 | Turbine and turbine generator set units manufacturing. |
| 333618 | Other engine equipment manufacturing. |
| 333922 | Conveyor and conveying equipment manufacturing. |
| 333923 | Overhead traveling crane, hoist, and monorail system manufacturing. |
| 333924 | Industrial truck, tractor, trailer, and stacker machinery manufacturing. |
| 3361 | Motor vehicle manufacturing. |
| 336211 | Motor vehicle body manufacturing. |
| 336212 | Truck trailer manufacturing. |
| 33631 | Motor vehicle gasoline engine and engine parts manufacturing. |
| 33632 | Motor vehicle electrical and electronic equipment manufacturing. |
| 33633 | Motor vehicle steering and suspension components (except spring) manufacturing. |
| 33634 | Motor vehicle brake system manufacturing. |
| 33635 | Motor vehicle transmission and power train parts manufacturing. |
| 33639 | Other motor vehicle parts manufacturing. |
| 33651 | Railroad rolling stock manufacturing. |
| 336992 | Military armored vehicle, tank, and tank component manufacturing. |
| 4231 | Motor vehicle and motor vehicle parts and supplies merchant wholesalers. |
| 42381 | Construction and mining (except oil well) machinery and equipment merchant wholesalers. |
| 42382 | Farm and garden machinery and equipment merchant wholesalers. |
| 4413 | Automotive parts, accessories, and tire retailers. |
| 44423 | Outdoor power equipment retailers. |
| 484 | Truck transportation. |
| 4862 | Pipeline transportation of natural gas. |
| 492 | Couriers and messengers. |
| 5171 | Wired and wireless telecommunications carriers (except Satellite). |
| 517121 | Telecommunications resellers. |
| 5621 | Waste collection. |
| Communications Specialized Industry | |
| 33422 | Radio and television broadcasting and wireless communications equipment manufacturing. |
| 33429 | Other communications equipment manufacturing. |
| 334511 | Search, detection, navigation, guidance, aeronautical and nautical system and instrument manufacturing. |
| 334514 | Totalizing fluid meter and counting device manufacturing. |
| 334515 | Instrument manufacturing for measuring and testing electricity and electrical signals. |
| 335311 | Power, distribution, and specialty transformer manufacturing. |
| 48531 | Taxi service. |
| 5161 | Radio and television broadcasting stations. |
| 5162 | Media streaming distribution services, social networks, and other media networks and content providers. |
| 5171 | Wired and wireless telecommunications carriers (except Satellite). |
| 5174 | Satellite telecommunications. |
| 517121 | Telecommunications resellers. |
| Electronics Specialized Industry | |
| 333310 | Commercial and service industry machinery manufacturing. |
| 3341 | Computer and peripheral equipment manufacturing. |
| 33422 | Radio and television broadcasting and wireless communications equipment manufacturing. |
| 33429 | Other communications equipment manufacturing. |
| 33431 | Audio and video equipment manufacturing. |
| 334412 | Bare printed circuit board manufacturing. |
| 334413 | Semiconductor and related device manufacturing. |
| 334416 | Electronic coil, transformer, and other inductor manufacturing. |
| 334417 | Electronic connector manufacturing. |
| 334418 | Printed circuit assembly (electronic assembly) manufacturing. |
| 334419 | Other electronic component manufacturing. |
| 334511 | Search, detection, navigation, guidance, aeronautical and nautical system and instrument manufacturing. |
| 334515 | Instrument manufacturing for measuring and testing electricity and electrical signals. |
| 334610 | Manufacturing and reproducing magnetic and optical media. |
| 42342 | Office equipment merchant wholesalers. |
| 42343 | Computer and computer peripheral equipment and software merchant wholesalers. |
| Guided Missiles Specialized Industry | |
| 332912 | Fluid power valve and hose fitting manufacturing. |
| Sighting and Fire Control Equipment Specialized Industry | |
| 333310 | Commercial and service industry machinery manufacturing. |
| 3341 | Computer and peripheral equipment manufacturing. |
| 33422 | Radio and television broadcasting and wireless communications equipment manufacturing. |
| 33429 | Other communications equipment manufacturing. |
| 334418 | Printed circuit assembly (electronic assembly) manufacturing. |
| 334511 | Search, detection, navigation, guidance, aeronautical and nautical system and instrument manufacturing. |
| 334515 | Instrument manufacturing for measuring and testing electricity and electrical signals. |
| 334610 | Manufacturing and reproducing magnetic and optical media. |
| 334613 | Blank magnetic and optical recording media manufacturing. |
| 3364 | Aerospace product and parts manufacturing. |
| 54131 | Architectural services. |
| 54133 | Engineering services. |
| 54136 | Geophysical surveying and mapping services. |
| 54137 | Surveying and mapping (except geophysical) services. |
| 541713 | Research and development in nanotechnology. |
| 541715 | Research and development in the physical, engineering, and life sciences (except nanotechnology and biotechnology). |
| Heavy Duty Equipment Specialized Industry | |
| 332439 | Other metal container manufacturing. |
| 332999 | All other miscellaneous fabricated metal product manufacturing. |
| 33312 | Construction machinery manufacturing. |
| 333923 | Overhead traveling crane, hoist, and monorail system manufacturing. |
| 333924 | Industrial truck, tractor, trailer, and stacker machinery manufacturing. |
| 33651 | Railroad rolling stock manufacturing. |
| 42381 | Construction and mining (except oil well) machinery and equipment merchant wholesalers. |
| Shipbuilding Specialized Industry | |
| 336611 | Ship building and repairing. |
| 48839 | Other support activities for water transportation. |
| Sighting and Fire Control Equipment Specialized Industry | |
| 333314 | Optical instrument and lens manufacturing. |
| 333316 | Photographic and photocopying equipment manufacturing. |
| 3341 | Computer and peripheral equipment manufacturing. |
| 33422 | Radio and television broadcasting and wireless communications equipment manufacturing. |
| 33429 | Other communications equipment manufacturing. |
| 334418 | Printed circuit assembly (electronic assembly) manufacturing. |
| 334511 | Search, detection, navigation, guidance, aeronautical and nautical system and instrument manufacturing. |
| 334515 | Instrument manufacturing for measuring and testing electricity and electrical signals. |
| 334613 | Black magnetic and optical recording media manufacturing. |
| Small Arms Specialized Industry | |
| 332994 | Small arms manufacturing. |
(b) For wage surveys involving the specialized Federal industry “Artillery and Combat Vehicles” in paragraph (a) of this section, the lead agency must limit special job coverage for industries in NAICS codes 2211, 2212, 32732, 484, 4862, 5621, 492, 5171, 5172, and 5173 to automotive mechanic, diesel engine mechanic, and heavy mobile equipment mechanic.
(c) For nonappropriated fund wage surveys, the lead agency must use NAICS codes 71111, 7221, 7222, 72231, 72232, and 7224 (eating and drinking places) when it determines a wage schedule for a specialized industry.
§ 532.315 Additional survey jobs.
(a) For appropriated fund surveys, when the lead agency adds to the industries to be surveyed, it shall add to the required survey jobs the specialized survey jobs listed below opposite the industry added:
| Specialized industry | Specialized survey jobs | Grade |
|---|---|---|
| Aircraft | Electronics Mechanic | WG-11 |
| Aircraft Structures Assembler B | WG-7 | |
| Aircraft Structures Assembler A | WG-9 | |
| Aircraft Mechanic | WG-10 | |
| Aircraft Mechanic includes | ||
| Aircraft Electrician | WG-10 | |
| Aircraft Welder | WG-10 | |
| Aircraft Sheetmetal Worker | WG-10 | |
| Hydromechanical Fuel Control Repairer | WG-10 | |
| Aircraft Engine Mechanic | WG-10 | |
| Aircraft Jet Engine Mechanic | WG-10 | |
| Flight Line Mechanic | WG-10 | |
| Aircraft Attendant (ground services) | WG-7 | |
| Ammunition | Munitions Handler | WG-4 |
| Munitions Operator | WG-4 | |
| Munitions Operator | WG-6 | |
| Munitions Operator | WG-8 | |
| Munitions Operator | WG-9 | |
| Explosives Operator | WG-9 | |
| Artillery and combat vehicles | Automotive Mechanic (limited to data obtained in special industries) | WG-10 |
| Heavy Mobile Equipment Mechanic | WG-10 | |
| Artillery Repairer | WG-9 | |
| Combat Vehicle Mechanic | WG-8 | |
| Combat Vehicle Mechanic (Engine) | WG-10 | |
| Combat Vehicle Mechanic | WG-11 | |
| Diesel Engine Mechanic (limited to data obtained in special industries | WG-10 | |
| Communications | Telephone Installer-Repairer | WG-9 |
| Central Office Repairer | WG-11 | |
| Electronic Test Equipment Repairer | WG-11 | |
| Television Station Mechanic | WG-11 | |
| Electronics | Electronics Mechanic | WG-11 |
| Industrial Electronic Controls Repairer | WG-10 | |
| Electronic Test Equipment Repairer | WG-11 | |
| Electronic Computer Mechanic | WG-11 | |
| Television Station Mechanic | WG-11 | |
| Guided missiles | Electronic Computer Mechanic | WG-11 |
| Guided Missile Mechanical Repairer | WG-11 | |
| Heavy duty equipment | Heavy Mobile Equipment Mechanic | WG-10 |
| Shipbuilding | Electronics Mechanic | WG-11 |
| Electrician, Ship | WG-10 | |
| Pipefitter, Ship | WG-10 | |
| Shipfitter | WG-10 | |
| Shipwright | WG-10 | |
| Machinist (Marine) | WG-10 | |
| Sighting and fire control | Electronic Computer Mechanic | WG-11 |
| Fire Control Instrument Repairman | WG-11 | |
| Electronic Fire Control Systems Repairer | WG-11 | |
| Electronic Fire Control Systems Repairer | WG-12 | |
| Electronic Fire Control Systems Repairer | WG-13 | |
| Small arms | Small Arms Repairer | WG-8 |
(b) For nonappropriated fund surveys, a lead agency must obtain prior approval of OPM to add a job not listed in § 532.223 of this subpart.
§ 532.317 Use of data from the nearest similar area.
(a)(1) For prevailing rate employees other than those in the Department of Defense, the lead agency shall, in establishing the regular schedule under the provisions of this subpart, analyze and use the acceptable data from the nearest similar wage area together with the data obtained from inside the local wage survey area. The regular schedule for Department of Defense prevailing rate employees shall be based on local wage data only.
(2) The total number of job matches obtained from the nearest similar wage area shall be equal to the number required for adequacy in § 532.309(a) (2) and (3) of this subpart for appropriated fund surveys and § 532.309(b)(2) of this subpart for nonappropriated fund surveys.
(3) Data shall be selected for inclusion on the basis of the most populous survey jobs as determined by the weighted job matches found in the dominant industry in the selected reference area. In identifying survey jobs for which reference area samples will be included, the jobs required at limited grade ranges shall be selected before jobs in the unlimited grade range. When there is a tie in the selection procedure, the highest graded job shall be selected first.
(4) If there are two dominant industries for which data are obtained from nearest similar areas, the procedure described in paragraph (a)(2) of this section shall be applied independently for each of the specialized industries.
(b)(1) The wage rates established for a grade by using data from the nearest similar area may not exceed the wage rates for the same grade in the nearest similar area.
(2) If data are obtained from two nearest similar areas for two dominant industries, the wage rates established for a grade by using these data may not exceed the higher of the wage rates for the same grade in the two nearest similar areas.
(c) The wage data obtained from the nearest similar area or areas may not be used to reduce the wage rates for any grade in the local area below the rates that would be established for that grade without the use of the data from the nearest similar area or areas.
Subpart D—Pay Administration
§ 532.401 Definitions.
In this subpart:
Change to lower grade means a change in the position of an employee who, while continuously employed—
(1) Moves from a position in one grade of a prevailing rate schedule established under this part to a position in a lower grade of the same type prevailing rate schedule, whether in the same or different wage area;
(2) Moves from a position under a prevailing rate schedule established under this part to a position under a different prevailing rate schedule (e.g., WL to WG) with a lower representative rate; or
(3) Moves from a position not under a prevailing rate schedule to a position with a lower representative rate under a prevailing rate schedule.
Equivalent increase means an increase or increases in an employee's rate of basic pay equal to or greater than the difference between the rate of pay for the grade and step occupied by the employee and the rate of pay for the next higher step of that grade, except in the situations specified in § 532.417 of this subpart. In the case of a promotion, the grade and step occupied means the grade and step to which promoted.
Existing scheduled rate of pay means the scheduled rate of pay received immediately before the effective date of a transfer, reassignment, promotion, change to a lower grade, within-grade increase, or revision of a wage schedule.
Highest previous rate means the highest scheduled rate of pay previously paid to a person while employed in a job in any branch of the Federal Government, a mixed-ownership corporation, or the government of the District of Columbia. It is based on a regular tour of duty under an appointment not limited to 90 days or less, or for a continuous period of no less than 90 days under one or more appointments without a break in service.
Promotion means a change in the position of an employee who, while continuously employed—
(1) Moves from a position in one grade of a prevailing rate schedule established under this part to a position in a higher grade of the same type prevailing rate schedule, whether in the same or different wage area;
(2) Moves from a position under a prevailing rate schedule established under this part to a position under a different prevailing rate schedule (e.g., WG to WL) with a higher representative rate; or
(3) Moves from a position not under a prevailing rate schedule to a position with a higher representative rate under a prevailing rate schedule.
Rate of basic pay means the scheduled rate of pay plus any night or environmental differential.
Reassignment means a change of an employee, while serving continuously in the same agency, from one job to another without promotion or change to a lower grade.
Representative rate means the going rate, i.e., the rate or step keyed to the prevailing rate determination. For example:
(1) The established rate on a single rate schedule;
(2) The second rate on a five-rate regular wage schedule;
(3) The fourth rate on the General Schedule; or
(4) The fourth rate of a class under the Foreign Service Officer and Foreign Service Staff schedule.
Retained rate means the rate of pay an employee is receiving which is higher than the maximum scheduled rate of pay of the Federal Wage System grade or pay level to which the employee is assigned.
Scheduled rate of pay means the rate of pay fixed by law or administrative action, including a retained rate of pay, for the job held by an employee before any deductions and exclusive of additional pay of any kind.
§ 532.403 New appointments.
(a) Except as provided in paragraphs (b) and (c) of this section, a new appointment to a position shall be made at the minimum rate of the appropriate grade.
(b) An agency may make a new appointment at a rate above the minimum rate of the appropriate grade in recognition of an appointees' special qualifications. In determining the rate at which to set the appointee's pay:
(1) An agency must consider how the step has been set for employees who had similar qualifications (based on the level, type, or quality of the appointee's skills or competencies or other qualities and experiences) and who have been newly appointed to positions that are similar to the appointee's position (based on the position's occupational series, grade level, organization, geographic location, or other job-relevant factors), if applicable;
(2) An agency may not consider the appointee's pay history (i.e., existing pay or prior pay) or a pay rate from a competing job offer; and
(3) An agency must consider other relevant factors (e.g., the level, type, or quality of the appointee's skills or competencies; or significant disparities between Federal and non-Federal salaries for the skills and competencies required in the position to be filled).
(c) An agency shall make a new appointment at a step-rate above the minimum rate of a grade if the lead agency for the wage area has designated, in accordance with § 532.249, a step-rate above the first step-rate of a grade as the minimum step-rate at which a position may be filled.
§ 532.405 Use of highest previous rate.
(a)(1) Subject to the provisions of § 532.407 of this subpart and part 536 of this chapter, when an employee is reemployed, reassigned, transferred, promoted, or changed to a lower grade, the agency may fix the pay at any rate of the new grade which does not exceed the employee's highest previous rate.
(2) However, if the employee's highest previous rate falls between two step-rates of the new grade, the agency may fix the pay at the higher of the two.
(b)(1) When an employee's type of appointment is changed in the same job, an agency may continue to pay the existing scheduled rate or may pay any higher rate of the grade which does not exceed the employee's highest previous rate.
(2) However, if the highest previous rate falls between two step rates of the grade, the agency may pay the higher rate.
(c)(1) The highest previous rate, if earned in a wage job, is the current rate of the grade and step-rate of the former job on the same type of wage schedule in the wage area in which the employee is being employed, or the actual earned rate, whichever is higher.
(2) If earned on a General Schedule or another pay system other than the Federal Wage System, it is the current rate for the same grade and rate of that schedule.
(d) The highest previous rate may be based upon a rate of pay received during a temporary promotion, so long as the temporary promotion is for a period of not less than 1 year. This limitation does not apply upon permanent placement in a position at the same or higher grade.
(e) Before setting pay under this section, an agency must establish a policy regarding use of employees' highest previous rates. The policy must include the following elements:
(1) Designation of officials with the authority to approve and set pay under this section;
(2) Any situations in which the agency must use an employee's highest previous rate;
(3) Any situations in which the agency may exercise its discretion in using an employee's highest previous rate;
(4) Consideration of the step at which pay has been set for other employees performing similar work in the organization (based on the position's occupational series, grade level, types of duties, or other job-relevant factors) and any other factors the designated official(s) may or must consider in determining the step at which to set the employee's pay between the employee's entitlement under any other applicable pay-setting rule and the employee's highest previous rate; and
(5) Documentation and recordkeeping requirements sufficient to allow reconstruction of the action.
§ 532.407 Promotion.
(a) An employee who is promoted is entitled to be paid at the lowest scheduled rate of the grade to which promoted which exceeds the employee's existing scheduled rate of pay by at least four percent of the representative rate of the grade from which promoted.
(b) If there is no rate in the grade to which an employee is promoted which meets the requirement of paragraph (a) of this section the employee shall be entitled to the higher of: (1) the existing scheduled rate of pay in accordance with part 536 of this chapter; or (2) the maximum scheduled rate of the grade to which promoted.
(c) If the promotion is to a position in a different wage area, the agency shall determine the employee's pay entitlement as if there were two pay actions—a promotion and a reassignment—and shall process them in the order which gives the employee the maximum benefit.
§ 532.409 Grading or regrading of positions.
Except as provided in § 532.703(b)(10), a change in an employee's rate of basic pay as a result of the grading or regrading of the employee's position shall be effective on the date the grading or regrading action is finally approved by the agency or on a subsequent specifically stated date.
§ 532.411 Details.
An appropriated fund employee detailed to a position other than the position to which appointed shall be paid at the rate of the position to which appointed.
§ 532.413 Simultaneous action.
(a) If an employee becomes entitled to more than one pay change at the same time, the employing agency shall process the pay changes in the order which will provide the maximum benefit, except as required by paragraph (b) of this section.
(b) If an employee becomes entitled to an increase in pay and subject to a personnel or appointment change at the same time, the increased rate of pay is deemed to be the employee's existing scheduled rate of pay when the personnel or appointment change is processed.
§ 532.415 Application of new or revised wage schedules.
(a) The head of each installation or activity in a wage area shall place new or revised wage schedules into effect at the beginning of the first full shift on the date specified on the schedule by the lead agency.
(b) No agency may retroactively change any personnel or pay actions taken between the effective date of a new or revised wage schedule and the date it is actually put into effect if the personnel or pay actions taken during this period of time are more advantageous to an employee than the same personnel or pay action would have been had the new or revised wage schedule been placed into effect on the date specified by the lead agency.
(c) In applying a new or revised wage schedule, the scheduled rate of pay of an employee paid at one of the steps of the employee's grade on an old wage schedule shall be adjusted upward to the newly adjusted rate for the same numerical step of the grade whenever there is an increase in rates. Except when there is a decrease in wage rates because of a statutory reduction in scheduled rates, the employee is entitled to pay retention as provided in 5 CFR 536.301(a)(8).
§ 532.417 Within-grade increases.
(a) An employee paid under a regular Federal Wage System schedule with a work performance rating of satisfactory or better shall advance automatically to the next higher step within the grade in accordance with section 5343(e)(2) of title 5, United States Code.
(b) Waiting periods for within-grade increases shall begin:
(1) On the first day of a new appointment as an employee subject to this part;
(2) On the first day of a period of service after a break in service or time in a nonppay status in excess of 52 weeks; or
(3) On receipt of an equivalent increase.
(c) Creditable service. The following periods of time shall be considered creditable service for purposes of waiting periods for within-grade increases:
(1) Time during which an employee is in receipt of pay, including periods of leave with pay;
(2) Time during which an employee with a prearranged regular scheduled tour of duty is in a nonpay status to the extent that the time in a nonpay status does not exceed, in the aggregate:
(i) One workweek in the waiting period for step 2;
(ii) Three workweeks in the waiting period for step 3; or
(iii) Four workweeks in the waiting period for steps 4 and 5;
(3) Time during which an employee or former employee is on leave of absence or is separated from Federal service and is entitled to continuation of pay or compensation under subchapter I of chapter 81 of title 5, United States Code. This does not apply to prevailing rate employees within a Department of Defense or Coast Guard nonappropriated fund instrumentality;
(4) A period of military service when:
(i) An employee is on leave of absence to perform such service and returns to pay status through the exercise of a restoration right provided by law, Executive order, or regulation; or
(ii) A former employee is reemployed with the Federal Service not later than 52 calendar weeks after separation from such service or hospitalization continuing thereafter for a period of not more than one year. Military service means honorable active service in the Armed Forces, in the Regular or Reserve Corps of the Public Health Service after June 30, 1960, or as a commissioned officer of the Environmental Science Services Administration after June 30, 1961, but does not include service in the National Guard, except when ordered to active duty in the service of the United States.
(5) The time between an employee's separation from an earlier position and the date of the employee's return to a civilian position through the exercise of a reemployment right granted by law, Executive Order, or regulation;
(6) Time during which an employee is performing service, which is creditable under section 8332(b) (5) or (7) of title 5, United States Code;
(7) The time during which an employee is detailed to a non-Federal position under subchapter VI of chapter 33 of title 5, United States Code; and
(8) Nonworkdays intervening between an employee's last regularly scheduled workday in one position and the first regularly scheduled workday in a new position.
(9) Time during which an employee is temporarily employed by another agency in a position covered by this subpart.
(d) Effective date. A within-grade increase shall be effective at the beginning of the first applicable pay period following the day an employee becomes eligible for the increase.
(e) Equivalent increase. The following shall not be counted as equivalent increases:
(1) Application of a new or revised wage schedule or application of a new pay or evaluation plan;
(2) Payment of additional compensation in the form of nonforeign or foreign post differentials or nonforeign cost-of-living allowances;
(3) Adjustment of the General Schedule;
(4) Premium payment for overtime and holiday duty;
(5) Payment of night shift differential;
(6) Hazard pay differentials;
(7) Payment of rates above the minimum rate of the grade in recognition of specific qualifications, or in jobs in specific hard-to-fill occupations;
(8) Correction of an error in a previous demotion or reduction in pay;
(9) Temporary limited promotion followed by change to lower grade to the former or a different lower grade;
(10) A transfer or reassignment in the same grade and step to another local wage area with a higher wage schedule;
(11) Repromotion to a former or intervening grade of any employee whose earlier change to lower grade was not for cause and was not at the employee's request; and
(12) An increase resulting from the grant of a quality step increase under the General Schedule.
§ 532.419 Grade and pay retention.
(a) In accordance with section 9(a)(1) of Public Law 92-392 (86 Stat. 564, 573), an employee's initial rate of pay on conversion to a wage schedule established under the provisions of subchapter IV of chapter 53, title 5, United States Code, shall be determined under conversion rules prescribed by the Office of Personnel Management.
(b) Except as provided in paragraph (a) of this section, an employee's eligibility for grade and/or pay retention shall be determined in accordance with the provisions of part 536 of this title.
Subpart E—Premium Pay and Differentials
§ 532.501 Definitions.
In this subpart:
Administrative workweek means a period of seven consecutive calendar days.
Basic workweek for full time employees means the days and hours within an administrative workweek which make up the employee's regularly scheduled 40-hour workweek.
Environmental differential means a differential paid for a duty involving unusually severe hazards or working conditions.
Irregular or occasional overtime work means overtime work which is not part of the regularly scheduled administrative workweek.
Night shift differential means the differential paid the employee when the majority of regularly scheduled nonovertime hours worked fall between 3 p.m. and 8 a.m.
Overtime work means authorized and approved hours of work performed by an employee in excess of eight hours in a day or in excess of 40 hours in an administrative workweek, and includes irregular or occasional overtime work and regular overtime work.
Premium pay means additional compensation for overtime, or Sunday work, and standby duty.
Sunday work means work performed during a regularly scheduled tour of duty within a basic workweek when any part of that work which is not overtime work is performed on Sunday.
Regular overtime work means overtime work which is a part of the regularly scheduled administrative workweek.
Regularly scheduled administrative workweek means:
(1) For full-time employees, the period within an administrative workweek within which employees are scheduled to be on duty regularly.
(2) For part-time employees, it means the days and hours within an administrative workweek during which these employees are scheduled to be on duty regularly.
Tour of duty means the hours of a day, i.e., a daily tour of duty, and the days of an administrative workweek, i.e., a weekly tour of duty, that are scheduled in advance and during which an employee is required to perform on a regularly recurring basis.
§ 532.503 Overtime pay.
(a)(1) Employees who are exempt from the overtime pay provisions of the Fair Labor Standards Act of 1938, as amended, shall be paid overtime pay in accordance with 5 U.S.C. 5544 and this section. Employees who are nonexempt shall be paid overtime pay in accordance with part 551 of this chapter.
(2) Hours of work in excess of eight in a day are not included in computing hours of work in excess of 40 hours in an administrative workweek.
(b) Effect of leave on overtime pay. (1) Hours during which an employee is absent from duty on paid leave during time when the employee otherwise would have been required to be on duty shall be considered hours of work in determining whether the employee is entitled to overtime pay for work performed in excess of eight hours a day or 40 hours a week.
(2) For the purposes of paragraph (b)(1) of this section paid leave includes but is not limited to:
(i) Annual or sick leave;
(ii) Authorized absence on a day off from duty granted by Executive or administrative order; or
(iii) Authorized absence on a legal holiday;
(3) Hours during which an employee is absent from duty on leave without pay during a time when he/she otherwise would have been required to be on duty shall not be considered hours of work in determining whether he/she is entitled to overtime pay for work performed in excess of eight hours in a day or 40 hours in a week.
(c) Callback overtime work. Irregular or occasional overtime work performed by an employee on a day when work was not regularly scheduled for the employee or for which the employee has been required to return to the place of employment shall be considered to be at least two hours in duration for the purpose of overtime pay, regardless of whether the employee performs work for two hours.
(d)(1) An employee regularly assigned to a night shift, who performs overtime work which extends into or falls entirely within a day shift, shall be entitled to overtime pay computed on the night rate.
(2) When the overtime is performed on a nonworkday the employee shall be entitled to overtime pay computed on the rate of the employee's last previous regularly scheduled shift.
(e)(1) An employee regularly assigned to a rotating schedule involving work on both day and night shifts who performs overtime work which extends or falls entirely within the succeeding shift shall be entitled to overtime pay computed on the rate of the employee's regularly scheduled shift in effect for that calendar day.
(2) When the overtime is performed on a nonworkday, the employee shall be entitled to overtime pay computed on the average rate of basic pay for all regularly scheduled shifts worked by the employee during the basic workweek.
(f) For an employee covered by 5 U.S.C. 5544, hours in a standby or on-call status or while sleeping or eating shall not be credited for the purpose of determining hours of work in excess of 8 hours in a day.
§ 532.504 Compensatory time off.
(a) At the request of an employee, the head of an agency may grant compensatory time off from an employee's tour of duty instead of payment under § 532.503 or the Fair Labor Standards Act of 1938, as amended, for an equal amount of irregular or occasional overtime work.
(b) At the request of an employee, the head of an agency may grant compensatory time off from an employee's basic work requirement under a flexible work schedule under 5 U.S.C. 6122 instead of payment under § 532.503 or the Fair Labor Standards Act of 1938, as amended, for an equal amount of overtime work, whether or not irregular or occasional in nature.
(c) An agency may not require that an employee be compensated for overtime work with an equal amount of compensatory time off from the employee's tour of duty. An employee may not directly or indirectly intimidate, threaten, or coerce, or attempt to intimidate, threaten, or coerce any other employee for the purpose of interfering with such employee's rights to request or not to request compensatory time off in lieu of payment for overtime hours.
(d) The head of a department may fix a time limit for an employee to request or take compensatory time off and may provide that an employee who fails to take compensatory time earned under paragraph (a) or (b) of this section before the time limit fixed shall lose the right to compensatory time off and to overtime pay unless the failure is due to an exigency of the service beyond the employee's control.
§ 532.505 Night shift differentials.
(a) Employees shall be entitled to receive night shift differentials in accordance with section 5343 of title 5, United States Code.
(b) Absence on holidays. An employee regularly assigned to a shift for which a night shift differential is payable shall be paid the night shift differential for a period of excused absence on a legal holiday or other day off from duty granted by Executive or administrative order.
(c) Travel status. An employee regularly assigned to a shift for which a night shift differential is payable shall be paid the night shift differential for hours of the employee's tour of duty while in official travel status, regardless of whether the employee is performing work.
(d) Temporary tour of duty. (1) An employee regularly assigned to a night shift who is temporarily assigned to a day shift or to a night shift having a lower night shift differential shall continue to receive the regular night shift differential, a temporary detail for training purposes is also included—see 5 CFR 410.602.
(2) An employee regularly assigned to a night shift, who is temporarily assigned to another night shift having a higher differential, shall be paid the higher differential if a majority of the employee's regularly scheduled nonovertime hours of work on the temporary shift fall within hours having the higher differential.
(3) An employee regularly assigned to a day shift who is temporarily assigned to a night shift shall be paid a night shift differential.
(e) Leave with pay. (1) An employee regularly assigned to a night shift shall be paid a night shift differential during a period of leave with pay.
(2) An employee regularly assigned to a day shift who is temporarily assigned to a night shift shall be paid a night shift differential for any leave with pay taken when scheduled to work night shifts.
(3) An employee assigned to a regular rotating schedule involving work on both day and night shifts shall be paid a night shift differential only for any leave with pay taken when scheduled to work night shifts.
(4) An employee who is not regularly assigned to a day shift or a night shift but whose shift is changed at irregular intervals shall be paid a night shift differential during leave with pay if the employee received a night shift differential for the last shift worked preceding leave with pay.
§ 532.507 Pay for holiday work.
(a) An employee who is entitled to holiday premium pay and who performs work on a holiday which is not overtime work shall be paid the employee's rate of basic pay plus premium pay at a rate equal to the rate of basic pay.
(b) An employee shall be paid for overtime work performed on a holiday at the same rate as for overtime on other workdays.
(c) An employee who is entitled to holiday premium pay and who is required to report for work on a holiday shall be paid at least two hours of holiday pay whether or not work is actually performed.
§ 532.509 Pay for Sunday work.
A wage employee whose regular work schedule includes a period of service of up to 8 hours which is not overtime work, a part of which is on Sunday, is entitled to additional pay under the provisions of section 5544 of title 5, United States Code.
§ 532.511 Environmental differentials.
(a) Entitlements to environmental differential pay. (1) In accordance with section 5343(c)(4) of title 5, United States Code, an employee shall be paid an environmental differential when exposed to a working condition or hazard that falls within one of the categories approved by the Office of Personnel Management.
(2) Each installation or activity must evaluate its situations against the guidelines issued by the Office of Personnel Management to determine whether the local situation is covered by one or more of the defined categories.
(b) Amount of environmental differential payable. (1) An employee entitled to an environmental differential shall be paid an amount equal to the percentage rate authorized by the Office of Personnel Management for the category in which the working condition or hazard falls, multiplied by the rate for the second step of WG-10 for the appropriated fund employees and NA-10 for the nonappropriated fund employees on the current regular non-supervisory wage schedule for the wage area for which the differential is payable, counting one-half cent and over as a whole cent.
(2) An employee entitled to an environmental differential on an actual exposure basis shall be paid a minimum of one hour's differential pay for the exposure. For exposure beyond one hour, the employee shall be paid in increments of one quarter hour for each 15 minutes or portion thereof in excess of 15 minutes. Entitlement begins with the first instance of exposure and ends one hour later, except that when exposure continues beyond the hour, it shall be considered ended at the end of the quarter hour in which exposure actually terminated.
(3) An employee entitled to an environmental differential on the basis of hours in a pay status shall be paid for all hours in a pay status on the day on which he/she is exposed to the situation.
(4) An employee may not be paid more than one environmental differential for a particular period of work.
(5) The payment of environmental differential pay is computed on the basis of the highest environmental differential rate authorized during the period of entitlement.
(6) The number of hours an employee is paid environmental differential shall not exceed the number of hours of duty performed by the employee on the day of exposure except as required by paragraph (b)(3) of this section.
(c) Basic pay. Environmental differential pay is part of basic pay and shall be used to compute premium pay (pay for overtime, holiday, or Sunday work), the amount from which retirement deductions are made, and the amount on which group life insurance is based. It is not part of basic pay for purposes of lump-sum annual leave payments and severance pay nor is its loss an adverse action.
(d) The schedule of environmental differentials is set out as appendix A to this subpart and is incorporated in and made a part of this section.
§ 532.513 Flexible and compressed work schedules.
Federal Wage System employees who are authorized to work flexible and compressed work schedules under sections 6122 and 6127 of title 5, United States Code, shall be paid premium pay in accordance with subchapter II of chapter 61 of title 5, United States Code. Subpart D of part 610 of this chapter supplements subchapter II and must be read together with it.
Appendix A to Subpart E of Part 532—Schedule of Environmental Differentials Paid for Exposure to Various Degrees of Hazards, Physical Hardships, and Working Conditions of an Unusual Nature
This appendix lists the environmental differentials authorized for exposure to various degrees of hazards, physical hardships, and working conditions of an unusual nature.
| Differential rate (percent) | Category for which payable | Effective date |
|---|---|---|
| 100 | 1. Flying. Participating in flights under one or more types of the following conditions | Nov. 1, 1970. |
| a. Test flights of a new or repaired plane or modified plane when the repair or modification may affect the flight characteristics of the plane; | ||
| b. Flights for test performance of plane under adverse conditions such as in low altitude or severe weather conditions, maximum load limits, or overload; | ||
| c. Test missions for the collection of measurement data where two or more aircraft are involved and flight procedures require formation flying and/or rendezvous at various altitudes and aspect angles; | ||
| d. Flights deliberately undertaken in extreme weather conditions such as flying into a hurricane to secure weather data; | ||
| e. Flights to deliver aircraft which have been prepared for one-time flight without being test flown prior to delivery flight; | ||
| f. Flights for pilot proficiency training in aircraft new to the pilot under simulated emergency conditions which parallel conditions encountered in performing flight tests; | ||
| g. Low-level flights in small aircraft including helicopters at altitude of 150 meters (500 feet) and under in daylight and 300 meters (1,000 feet) and under at night when the flights are over mountainous terrain, or in fixed-wing aircraft involving maneuvering at the heights and times specified above, or in helicopters maneuvering and hovering over water at altitudes of less than 150 meters (500 feet); | ||
| h. Low-level flights in an aircraft flying at altitudes of 60 meters (200 feet) and under while conducting wildlife surveys and law enforcement activities, animal depredation abatement and making agricultural applications, and conducting or facilitating search and rescue operations; flights in helicopters at low levels involving line inspection, maintenance, erection, or salvage operations; | ||
| i. Flights involving launch or recovery aboard an aircraft carrier; | ||
| j. Reduced gravity light testing in an aircraft flying a parabolic flight path and providing a testing environment ranging from weightlessness up through 20 meters per second 2 (2 gravity) conditions; | ||
| 25 | 2. High work | Nov. 1, 1970. |
| a. Working on any structure of at least 30 meters (100 feet) above the ground, deck, floor or roof, or from the bottom of a tank or pit; | ||
| b. Working at a lesser height: | ||
| (1) If the footing is unsure or the structure is unstable; or | ||
| (2) If safe scaffolding, enclosed ladders or other similar protective facilities are not adequate (for example, working from a swinging stage, boatswain chair, a similar support); or | ||
| (3) If adverse conditions such as darkness, steady rain, high wind, icing, lightning or similar environmental factors render working at such height(s) hazardous. | ||
| 15 | 3. Floating targets. Servicing equipment on board a target ship or barge in which the employee is required to board or leave the target vessel by small boat or helicopter | Nov. 1, 1970. |
| 4 | 4. Dirty work. Performing work which subjects the employee to soil of body or clothing: | Nov. 1, 1970. |
| a. Beyond that normally to be expected in performing the duties of the classification; and | ||
| b. Where the condition is not adequately alleviated by the mechanical equipment or protective devices being used, or which are readily available, or when such devices are not feasible for use due to health considerations (excessive temperature, asthmatic conditions, etc); or | ||
| c. When the use of mechanical equipment, or protective devices, or protective clothing results in an unusual degree of discomfort. | ||
| 4 | 5. Cold work. a. Working in cold storage or other climate-controlled areas where the employee is subjected to temperatures at or below freezing (0 degrees Celsius (32 degrees Fahrenheit)) | Nov. 1, 1970. |
| b. Working in cold storage or other climate-controlled areas where the employee is subjected to temperatures at or below freezing (0 degrees Celsius (32 degrees Fahrenheit)) where such exposure is not practically eliminated by the mechanical equipment or protective devices being used. | Mar. 13, 1977. | |
| 4 | 6. Hot work. a. Working in confined spaces wherein the employee is subjected to temperatures in excess of 43 degrees Selsius (110 degrees Fahrenheit) | Nov. 1, 1970. |
| b. Working in confined spaces wherein the employee is subjected to temperatures in excess of 43 degrees Selsius (110 degrees Fahrenheit) where such exposure is not practically eliminated by the mechanical equipment or protective devices being used. | Mar. 13, 1977. | |
| 4 | 7. Welding preheated metals. Welding various metals or performing an integral part of the welding process when the employee must work in confined spaces in which large sections of metal have been preheated to 66 degrees Celsius (150 degrees Fahrenheit) or more, and the discomfort is not alleviated by protective devices or other means, or discomforting protective equipment must be worn | Nov. 1, 1970. |
| 4 | 8. Micro-soldering or wire welding and assembly. Working with binocular-type microscopes under conditions which severely restrict the movement of the employee and impose a strain on the eyes, in the soldering or wire welding and assembly of miniature electronic components. | Nov. 1, 1970. |
| 25 | 9. Exposure to hazardous weather or terrain. Exposure to dangerous conditions of terrain, temperature and/or wind velocity, while working or traveling when such exposure introduces risk of significant injury or death to employees; such as the following: | July 1, 1972. |
| Examples: | ||
| —Working on cliffs, narrow ledges, or steep mountainous slopes, with or without mechanical work equipment, where a loss of footing would result in serious injury or death. | ||
| —Working in areas where there is a danger of rockfalls or avalanches. | ||
| —Traveling in the secondary or unimproved roads to isolated mountaintop installations at night, or under adverse weather conditions (snow, rain, or fog) which limits visibility to less than 30 meters (100 feet), when there is danger of rock, mud, or snowslides | ||
| —Traveling in the wintertime, either on foot or by vehicle, over secondary or unimproved roads or snowtrails, in sparsely settled or isolated areas to isolated installations when there is danger of avalanches, or during “whiteout” phenomenon which limits visibility to less than 3 meters (10 feet) | ||
| —Working or traveling in sparsely settled or isolated areas with exposure to temperatures and/or wind velocity shown to be of considerable or very great danger on the windchill chart (Exhibit 1 of this appendix), and shelter (other than temporary shelter) or assistance is not readily available | ||
| —Snowplowing or snow and ice removal on primary, secondary or other class of roads, when (a) there is danger of avalanche or (b) there is danger of missing the road and falling down steep mountainous slopes, because of lack of snow-stakes, “whiteout” conditions, or sloping icepack covering the snow | ||
| 25 | 10. Unshored work. Working in excavation areas before the installation of proper shoring or other securing barriers, or in catastrophe areas, where there is a possibility of cave-in, building collapse or falling debris when such exposures introduce risk of significant injury or death to employees, such as the following: | July 1, 1972. |
| Examples: | ||
| —Working adjacent to the walls of an unshored excavation at depths greater than 1.8 meters (6 feet) (except when the full depth of the excavation is in stable solid rock, hard slag, or hard shale, or the walls have been graded to the angle of repose; that is, where the danger of slides is practically eliminated), when work is performed at a distance from the wall which is less than the height of the wall | ||
| —Working within or immediately adjacent to a building or structure which has been severely damaged by earthquake, fire, tornado or similar cause | ||
| —Working underground in the construction and/or inspection of tunnels and shafts before the necessary lining of the passageway have been installed | ||
| —Duty underground in abandoned mines where lining of tunnels or shafts is in a deteriorated condition | ||
| 15 | 11. Ground work beneath hovering helicopter. Participating in operation to attach or detach external load to helicopter hovering just overhead | July 1, 1972. |
| 15 | 12. Hazardous boarding or leaving of surface craft. Boarding or leaving vessels or transferring equipment to or from a surface craft under adverse conditions of foul weather, ice, or night when sea state is high (0.9 meter (3 feet) and above), and deck conditions and/or wind velocity in relation to the size of the craft introduce unusual risks to employees | July 1, 1972. |
| Examples: | ||
| —Boarding or leaving vessels at sea. | ||
| —Boarding or leaving, or transferring equipment between small boats or rafts and steep, rocky, or coral-surrounded shorelines | ||
| —Transferring equipment between a small boat and a rudimentary dock by improvised or temporary facility such as an unfastened plank leading from boat to dock | ||
| —Boarding or leaving, or transferring equipment from or to ice covered floats, rafts, or similar structures when there is danger of capsizing due to the added weight of the ice | ||
| 8 | 13. Cargo handling during lightering operations. Off-lading of cargo and supplies from surface ships to Landing Craft-Medium (LCM) boats when swells or wave action are sufficiently severe as to cause sudden listing or pitching of the deck surface or shifting or falling of equipment, cargo, or supplies which could subject the employee to falls, crushing, ejection into the water or injury by swinging cargo hooks | July 1, 1972. |
| 15 | 14. Duty aboard surface craft. Duty aboard a surface craft when the deck conditions or sea state and wind velocity in relation to the size of the craft introduces the risk of significant injury or death to employees, such as the following: | July 30, 1972. |
| Participating as a member of a water search and rescue team in adverse weather conditions when winds are blowing at 56 km/h (35 m.p.h.) (classified as gale winds) or in water search and rescue operations at night | ||
| —Participating as a member of a weather projects team when work is performed under adverse weather conditions, when winds are blowing at 56 km/h (35 m.p.h.), and/ or when seas are in excess of 4.3 meters (14 feet), or when working on outside decks when decks are slick and icy when swells are in excess of 0.9 meter (3 feet) | ||
| —When embarking, disembarking or traveling in small craft (boat) on Lake Ponchartrain when wind direction is from north northeast or northwest, and wind velocity is over 7.7 meters per second (15 knots); or when travel on Lake Ponchartrain is necessary in small craft, without radar equipment, due to emergency or unavoidable conditions and the trip is made in dense fog run procedures | ||
| —Participating in deep research vessel sea duty wherein the team member is engaged in handling equipment on or over the side of the vessel when the sea state is high (6.2-meter-per-second (12-knot) winds and 0.9 meter (3-foot) waves) and the work is done on relatively unprotected deck areas | ||
| —Transferring from a ship to another ship via a chair harness hanging from a highline between the ships when both vessels are under way | ||
| —Duty performed on floating platforms, camels, or rafts, using tools equipment or materials associated with ship repair or construction activities, where swells or wave action are sufficiently severe to cause sudden listing or pitching of the deck surface or dislodgement of equipment which could subject the employee to falls, crushing, or ejection into the water | ||
| 50 | 15. Work at extreme heights. Working at heights 30 meters (100 feet) or more above the ground, deck, floor or roof, or from the bottom of a tank or pit on such open structures as towers, girders, smokestacks and similar structures: | Oct. 22, 1972. |
| (1) If the footing is unsure or the structure is unstable; or | ||
| (2) If safe scaffolding, enclosed ladders or other similar protective facilities are not adequate (for example, working from a swinging stage, boatswain chair, or a similar support); or | ||
| (3) If adverse conditions such as darkness, steady rain, high wind, icing, lightning, or similar environmental factors render working at such height(s) hazardous | ||
| 6 | 16. Fibrous Glass Work. Working with or in close proximity to fibrous glass material which results in exposure of the skin, eyes or respiratory system to irritating fibrous glass particles or slivers where exposure is not practically eliminated by the mechnical equipment or protective devices being used. | Feb. 28, 1975. |
| 50 | 17. High Voltage Electrical Energy. Working on energized electrical lines rated at 4,160 volts or more which are suspended from utility poles or towers, when adverse weather conditions such as steady rain, high winds, icing, lightning, or similar environmental factors make the work unusually hazardous. | Apr. 11, 1977. |
| 6 | 18. Welding, Cutting or Burning in Confined Spaces. Welding, cutting, or burning within a confined space which necessitates working in a horizontal or nearly horizontal position, under conditions requiring egress of at least 4.3 meters (14 feet) over and through obstructions including: (1) access openings and baffles having dimensions which greatly restrict movements, and (2) irregular inner surfaces of the structure or structure components | Jan. 18, 1978. |
| Differential rate (percent) | Category for which payable | Effective date |
|---|---|---|
| 50 | 1. Duty aboard submerged vessel. Duty aboard a submarine or other vessel such as a deep-research vehicle while submerged. | Nov. 1, 1970. |
| 8 | 2. Explosives and incendiary material—high degree hazard. Working with or in close proximity to explosives and incendiary material which involves potential personal injury such as permanent or temporary, partial or complete loss of sight or hearing, partial or complete loss of any or all extremities; other partial or total disabilities of equal severity; and/or loss of life resulting from work situations wherein protective devices and/or safety measures either do not exist or have been developed but have not practically eliminated the potential for such personal injury. Normally, such work situations would result in extensive property damage requiring complete replacement of equipment and rebuilding of the damaged area; and could result in personal injury to adjacent employees | Nov. 1, 1970. |
| Examples | ||
| —Working with, or in close proximity to operations involved in research, in testing, manufacturing, inspection, renovation, maintenance and disposal, such as: | ||
| —Screening, blending, drying, mixing, and pressing of sensitive explosives and pyrotechnic compositions such as lead azide, black powder and photoflash powder | ||
| —Manufacture and distribution of raw nitroglycerine | ||
| —Nitration, neutralization, crystallization, purification, screening and drying of high explosives | ||
| —Manufacture of propellants, high explosives and incendiary materials | ||
| —Melting, cast loading, pellet loading, drilling, and thread cleaning of high explosives | ||
| —Manufacture of primary or initiating explosives such as lead azide | ||
| —Manufacture of primer or detonator mix | ||
| —Loading and assembling high-energy output flare pellets | ||
| —All dry-house activities involving propellants or explosives | ||
| —Demilitarization, modification, renovation, demolition, and maintenance operations on sensitive explosives and incendiary materials | ||
| —All operations involving fire fighting on an artillery range or at an ammunition manufacturing plant or storage area, including heavy duty equipment operators, truck drivers, etc. | ||
| —All operations involving regrading and cleaning of artillery ranges | ||
| —At-sea shock and vibration tests. Arming explosive charges and/or working with, or in close proximity to, explosive-armed charges in connection with at-sea shock and vibration tests of naval vessels, machinery, equipment and supplies | ||
| —Handling or engaging in destruction operations on an armed (or potentially armed) warhead | ||
| 4 | 3. Explosives and incendiary material—low degree hazard. a. Working with or in close proximity to explosives and incendiary material which involves potential injury such as laceration of hands, face, or arms of the employee engaged in the operation and possible adjacent employees; minor irritation of the skin; minor burns and the like; minimal damage to immediate or adjacent work area or equipment being used | Nov. 1, 1970. |
| b. Working with or in close proximity to explosives and incendiary material which involves potential injury such as laceration of hands, face, or arms of the employee engaged in the operation and possible adjacent employees; minor irritation of the skin; minor burns and the like; minimal damage to immediate or adjacent work area or equipment being used and wherein protective device and/or safety measures have not practically eliminated the potential for such injury | Mar. 13, 1977. | |
| Examples | ||
| —All operations involving loading, unloading, storage and hauling of explosive and incendiary ordnance material other than small arms ammunition. (Distribution of raw nitroglycerine is covered under high degree hazard—see category 2 above.) | ||
| —Duties such as weighing, scooping, consolidating and crimping operations incident to the manufacture of stab, percussion, and low energy electric detonators (initiators) utilizing sensitive primary explosives compositions where initiation would be kept to a low order of propagation due to the limited amounts permitted to be present or handled during the operations | ||
| —Load, assembly and packing of primers, fuses, propellant charges, lead cups, boosters, and time-train rings | ||
| —Weighing, scooping, loading in bags and sewing of ignitor charges and propellant zone charges | ||
| —Loading, assembly, and packing of hand-held signals, smoke signals, and colored marker signals | ||
| —Proof-testing weapons with a known overload of powder or charges | ||
| —Arming/disarming or the installation/removal of any squib, explosive device, or component thereof, connected to or part of a solid propulsion system, including work situations involving removal, inspection, test and installation of aerospace vehicle egress and jettison systems and other cartridge actuated devices and rocket assisted systems or components thereof, when accidental or inadvertent operation of the system or a component might occur | ||
| 8 | 4. Poisons (toxic chemicals)—high degree hazard. Working with or in close proximity to poisons (toxic chemicals), other than tear gas or similar irritants, which involves potential serious personal injury such as permanent or temporary, partial or complete loss of faculties and/or loss of life including exposure of an unusual degree to toxic chemicals, dust, or fumes of equal toxicity generated in work situations by processes required to perform work assignments wherein protective devices and/or safety measures have been developed but have not practically eliminated the potential for such personal injury | Nov. 1, 1970. |
| Examples | ||
| —Handling and storing toxic chemical agents including monitoring of areas to detect presence of vapor or liquid chemical agents; examining of material for signs of leakage or deteriorated material; decontaminating equipment and work sites; work relating to disposal of deteriorated material (exposure to conjunctivitis, pulmonary edema, blood infection, impairment of the nervous system, possible death) | ||
| —Renovation, maintenance, and modification of toxic chemicals, guided missiles, and selected munitions | ||
| —Operating various types of chemical engineering equipment in a restricted area such as reactors, filters, stripping units, fractioning columns, blenders, mixers, pumps, and the like utilized in the development, manufacturing, and processing of toxic or experimental chemical warfare agents | ||
| —Demilitarizing and neutralizing toxic chemical munitions and chemical agents | ||
| —Handling or working with toxic chemicals in restricted areas during production operations | ||
| —Preparing analytical reagents, carrying out colorimetric and photometric techniques, injecting laboratory animals with compounds having toxic, incapacitating or other effects | ||
| —Recording analytical and biological tests results where subject to above types of exposure | ||
| —Visually examining chemical agents to determine conditions or detect leaks in storage containers | ||
| —Transferring chemical agents between containers | ||
| —Salvaging and disposing of chemical agents | ||
| 4 | 5. Poisons (toxic chemicals)—low egress hazard. a. Working with or in close proximity to poisons (toxic chemicals other than tear gas or similar irritating substances) in situations for which the nature of the work does not require the individual to be in as direct contact with, or exposure to, the more toxic agents as in the case with the work described under high hazard for this class of hazardous agents | Nov. 1, 1970. |
| b. Working with or in close proximity to poisons (toxic chemicals other than tear gas or similar irritating substances) in situations for which the nature of the work does not require the individual to be in as direct contact with, or exposure to, the more toxic agents as in the case with the work described under high hazard for this class of hazardous agents and wherein protective devices and/or safety measures have not practically eliminated the potential for personal injury | Mar. 13, 1977. | |
| Example | ||
| —Handling for shipping, marking, labeling, hauling and storing loaded containers of toxic chemical agents that have been monitored | ||
| 8 | 6. Micro-organisms—high degree hazard. Working with or in close proximity to micro-organisms which involves potential personal injury such as death, or temporary, partial, or complete loss of faculties or ability to work due to acute, prolonged, or chronic disease. These are work situations wherein the use of safety devices and equipment, medical prophylactic procedures such as vaccines and antiserims and other safety measures do not exist or have been developed but have not practically eliminated the potential for such personal injury | Nov. 1, 1970. |
| Examples | ||
| —Direct contact with primary containers of organisms pathogenic for man such as culture flasks, culture test tubes, hypodermic syringes and similar instruments, and biopsy and autopsy material. Operating or maintaining equipment in biological experimentation or production | ||
| —Cultivating virulent organisms on artificial media, including embryonated hen's eggs and tissue cultures where inoculation or harvesting of living organisms is involved for production of vaccines, toxides, etc., or for sources of material for research investigations such as antigenic analysis and chemical analysis | ||
| 4 | 7. Micro-organisms—low degree hazard. a. Working with or in close proximity to micro-organisms in situations for which the nature of the work does not require the individual to be in direct contact with primary containers of organisms pathogenic for man, such as culture flasks, culture test tubes, hypodermic syringes and similar instruments, and biopsy and autopsy material | Nov. 1, 1970. |
| b. Working with or in close proximity to micro-organisms in situations for which the nature of the work does not require the individual to be in direct contact with primary containers of organisms pathogenic for man, such as culture flasks, culture test tubes, hypodermic syringes and similar instruments, and biopsy and autopsy material and wherein the use of safety devices and equipment and other safety measures have not practically eliminated the potential for personal injury | Mar. 13, 1977. | |
| 8 | 8. Pressure chamber and centrifugal stress. Exposure in pressure chamber which subjects employee to physical stresses or where there is potential danger to participants by reason of equipment failure or reaction to the test conditions; or exposure which subjects an employee to a high degree of centrifugal force which causes an unusual degree of discomfort | July 1, 1972. |
| Examples | ||
| —Participating as a subject in diving research tests which seek to establish limits for safe pressure profiles by working in a pressure chamber simulating diving or, as an observer to the test or as a technician assembling underwater mock-up components for the test, when the observer or technician is exposed to high pressure gas piping systems, gas cylinders, and pumping devices which are susceptible to explosive ruptures | ||
| —Participating in altitude chamber studies ranging from 5500 to 45,700 meters (18,000 to 150,000 feet) either as subject or as observer exposed to the same conditions as the subject | ||
| —Participating as subject in centrifuge studies involving elevated G forces above the level of 49 meters per second 2 (5 G's) whether or not at reduced atmospheric pressure | ||
| —Participating as a subject in a rotational flight simulator in studies involving continuous rotation in one axis through 360° at rotation rates greater than 15 r.p.m. for periods exceeding three minutes | ||
| 8 | 9. Work in fuel storage tanks. When inspecting, cleaning or repairing fuel storage tanks where there is no ready access to an exit, under conditions requiring a breathing apparatus because all or part of the oxygen in the atmosphere has been displaced by toxic vapors or gas, and failure of the breathing apparatus would result in serious injury or death within the time required to leave the tank | July 1, 1972. |
| 10. Firefighting. Participating or assisting in firefighting operations on the immediate fire scene and in direct exposure to the hazards inherent in containing or extinguishing fires | July 1, 1972. | |
| 25 | High degree | |
| —Fighting forest and range fires on the fireline | ||
| 8 | Low degree | |
| —All other firefighting | ||
| 8 | 11. Experimental landing/recovery equipment tests | July 1, 1972. |
| —Participating in tests of experimental or prototype landing and recovery equipment where personnel are required to serve as test subjects in spacecraft being dropped into the sea or laboratory tanks | ||
| 8 | 12. Land impact or pad abort of space vehicle. Actual participation in dearming and safing explosive ordnance, toxic propellant, and high-pressure vessels on vehicles that have land impacted or on vehicles on the launch pad that have reached a point in the countdown where no remote means are available for returning the vehicle to a safe condition | July 1, 1972. |
| 4 | 13. Mass explosives and/or incendiary material. Working within a controlled danger area in, on, or around wharves, transfer areas, or temporary holding areas in a transshipment facility when explosives are in the process of being shifted to or from a conveyance | July 1, 1972. |
| Such an area shall include land and sea areas within which it has been determined that personnel are subject to an unusual degree of exposure or liability to serious injury or death from potential explosive effect | ||
| A transshipment facility for this purpose is a port or sea terminal established for the marshalling or temporary assembly of explosives prior to shipment where amounts in excess of 113,400 kilograms (250,000 pounds) net explosive weight (NEW) are present on a regular or recurring basis | ||
| 4 | 14. Duty aboard aircraft carrier. Duty aboard an aircraft carrier when exposed to hazards connected with aircraft launch and recovery: | July 1, 1972. |
| Examples | ||
| —Participating in carrier suitability trials aboard aircraft carriers when work is performed on the flight deck during launch, recovery and refueling operations | ||
| —Operating or monitoring camera equipment adjacent to flight deck in the area of maximum hazard during landing sequence while conducting photographic surveys aboard aircraft carriers during periods of heavy aircraft operations | Mar. 4, 1974. | |
| 8 | 15. Participating in missile liquid propulsion or solid propulsion situations. Participating in research and development, or preoperational test and evaluation situation involving missile liquid or solid propulsion systems where mechanical, or other equipment malfunction, or accidental combination of certain fuels and/or chemicals, or transient voltage and current buildup on or within the system when the system is in a “go” condition on the test stand, or sled, can result in explosion, fire, premature ignition or firing | |
| Examples | ||
| —Test stand or track tests, when adequate protective devices and/or safety measures either do not exist or have been developed but have not practically eliminated the potential for personal injury, under any of the following conditions: | ||
| a. Tanks are being pressurized above normal servicing pressure | ||
| b. Assembly, disassembly, or repair of contaminated plumbing containing inhibited red fuming nitric acid and unsymmetrical dimethylhydrazine or other hypergolic fuels is required | ||
| c. Fueling and defeuling | ||
| —Hoisting hypergolic liquid fueled systems into, or out of, a test stand, where the working area is confined, and external plumbing is present resulting in a situation where the plumbing may be damaged causing a leak | ||
| —Tests on foreign missiles where technical data is questionable or not available | ||
| —Manned test firings of small, close support missiles for which safety performance data are not yet available | ||
| —Removal of a missile, propulsion system or component thereof from a test stand, fixture, or environmental chamber where there is reason to believe that the item may be unusually hazardous due to damage resulting from the test | ||
| 8 | 16. Asbestos. Working in an area where airborne concentrations of asbestos fibers may expose employees to potential illness or injury. This differential will be determined by applying occupational safety and health standards consistent with the permissible exposure limit promulgated by the Secretary of Labor under the Occupational Safety and Health Act of 1970 as published in title 29, Code of Federal Regulations, §§ 1910.1001 or 1926.1101. Regulatory changes in §§ 1910.1001 or 1926.1101 are hereby incorporated in and made a part of this category, effective on the first day of the first pay period beginning on or after the effective date of the changes | Nov. 24, 2003. |
| 8 | 17. Working at high altitudes. Performing work at a land-based work site more than 3900 meters (12,795 feet) in altitude, provided the employee is required to commute to the work site on the same day from a substantially lower altitude under circumstances in which the rapid change in altitude may result in acclimation problems | April 2, 1999. |
Exhibit 1
windchill chart in non-metric units
Subpart F—Job Grading System
§ 532.601 General.
The Office of Personnel Management shall establish a job grading system in accordance with section 5346 of title 5, United States Code. Appropriate instructions to agencies on the application of the job grading system shall be published by the Office of Personnel Management. Agencies are required to grade all jobs subject to this part in accordance with such instructions.
Subpart G—Job Grading Reviews and Appeals
§ 532.701 General.
A prevailing rate employee may at any time appeal the occupational series, grade, or title to which the employee's job is assigned, but may not appeal under this subpart the standards established for the job, nor other matters such as the accuracy of the job description, the rate of pay, or the propriety of a wage schedule rate. The filing of a job-grading appeal does not negate any other appeal or grievance rights which may be available under applicable law, rule, regulation, or negotiated agreement.
§ 532.703 Agency review.
(a) Each agency shall establish a system processing an employee's application for review of the correctness of the series, grade or title of the employee's job.
Note: Application for review will be hereafter referred to as an “application”.
(b) In establishing the system required by this subpart, an agency, as a minimum, shall provide that the following requisites be met.
(1) The provisions of the system shall be published and the agency's employees shall be informed where a published copy is available for review.
(2) An application shall be in writing and contain the reasons the employee believes the position is erroneously graded.
(3) An application may be filed at any time. However, when the application involves a downgrading or other job-grading action which resulted in a reduction in grade or loss or pay, in order to be entitled to retroactive corrective action, an employee must request a review under the provisions of this subpart within 15 calendar days of the effective date of the change to lower grade.
(4) An employee may select a representative, and the employee and the representative, when the representative is also employed by the same agency, shall be granted a reasonable time in presenting the application and shall be assured freedom from restraint, interference, coercion, or reprisal in presenting the application.
(5) An employee shall promptly furnish such facts as may be requested by the agency.
(6) An application shall be canceled and the employee so notified in the following circumstances:
(i) On receipt of a written request by the employee;
(ii) Failure of the employee to furnish required information or otherwise fail to proceed with the advancement of his application in a timely manner; however, instead of cancellation for failure by the employee to prosecute, the application may be adjudicated by the agency if the information is sufficient for that purpose; or
(iii) On notice that the employee has left the job, except when the employee would be entitled to the retroactive benefits including benefits allowable after the death of an employee appellant.
(7) The application shall be processed and decided promptly. No more than one level of review may be established within an agency before a final decision is issued, and that level of review, when possible, must be above the level of classification authority which classified the position.
(8) When an employee applies for a review of a downgrading or other job-grading action that resulted in a reduction of pay, and the decision of an agency reverses in whole or in part the downgrading or other job-grading action, the effective date of that decision shall be retroactive to the effective date of the action being reviewed when the initial application to the agency was submitted in accordance with paragraph (b)(3) of this section. However, when the agency decision raises the grade or level of the job above its grade or level immediately preceding the downgrading, retroactivity shall apply only to the extent of restoration to the grade or level immediately preceding the downgrading.
(9) The right to a retroactive effective date is preserved when an agency finds that an employee was not notified of the applicable time limit for review and was not otherwise aware of the limit or that circumstances beyond the employee's control prevented filing the application within the prescribed time limit.
(10) The effective date of a change in the series, title or grade of a job shall be specified in the agency decision and, unless otherwise required by this subpart, may not be earlier than the date of the decision. However, in no case may it be later than the beginning of the first pay period which begins after the 60th calendar day from the date the application was filed. However, when the agency decision will result in a downgrading or other job-grading action that will reduce the pay of the incumbent of the job, the effective date may not be set earlier than the date on which the decision can be effected in accordance with procedures required by applicable law and regulation. The retroactive reclassification may be based only on duties and responsibilities existing at the time of downgrading or loss of pay and not on duties and responsibilities later assigned.
(11) When an application has been properly filed and the employee dies before the application has been processed, if a favorable decision would entitle the employee to retroactive corrective action, the application will be processed to completion after the employee's death and any appropriate corrective action made by amending the records of the agency.
(12) The decision on an application shall:
(i) Be based on the record,
(ii) Be in writing,
(iii) Inform the employee either in the decision or as an attachment to the decision of the reasons for the decision, including an analysis of the employee's job, i.e., comparing the job with the appropriate standard, and
(iv) Inform the employee of the right to appeal the decision to the Office of Personnel Management and of the time limits within which the application must be filed.
(c) The agency is responsible for compiling and maintaining a job-grading review file which will constitute the record and which will not contain any document or information which the employee has not been given an opportunity to review.
§ 532.705 Appeal to the Office of Personnel Management.
(a)(1) An employee may appeal the occupation series, grade or title of the job to the appropriate office of the Office of Personnel Management only (i) after the agency has issued a decision under the system established under § 532.703; and (ii) if the employee files the appeal with the Office of Personnel Management within 15 calendar days after receipt of the decision of the agency.
(2) The Office of Personnel Management may extend this time limit if it is shown that the employee was not notified of the applicable time limit and was not otherwise aware of the limit, or that circumstances beyond the employee's control prevented filing an appeal within the prescribed time limit.
(b) An employee shall make the appeal in writing and shall identify specifically the portions of the decision or job analysis of the agency with which the employee disagrees.
(c) The Office of Personnel Management shall base its decision on the record established in the agency, except that when the Office of Personnel Management investigates or audits the job it may take the results of the investigation or audit into consideration. In the event the Office of Personnel Management audits the job, the employee's representative may not be present.
(d) The Office of Personnel Management shall notify the employee and the agency in writing of its decision. The effective date of a change in the series, title and grade of a job directed by the Office of Personnel Management shall be specified in the decision of the Office of Personnel Management, computed from the date the employee filed the application with the agency, and determined under § 532.703(b)(10). However, when the decision will result in a downgrading or other job-grading action that will reduce the pay of the incumbent of the job, the effective date may not be set earlier than the date on which the decision can be effected in accordance with procedures required by applicable law and regulation.
(e) The appeal of an employee shall be canceled and the employee so notified in the following circumstances:
(1) On receipt of the employee's written request;
(2) On failure to prosecute, when the employee does not furnish requested information and duly proceed with the advancement of the appeal; however, instead of cancellation for failure to prosecute, an appeal may be adjudicated if the information is sufficient for that purpose. The Office of Personnel Management may reopen a canceled appeal on a showing that circumstances beyond the control of the employee prevented the employee from prosecuting the appeal; or
(3) On notice that the employee has left the job, except when entitled to retroactive benefits, including benefits allowable after the death of an appellant.
(f) The Office of Personnel Management may, at its discretion, reopen and reconsider any job-grading decision made by the Office when requested by an employee or an agency. This authority may be used under circumstances such as the following:
(1) An employee or an agency presents material facts not previously considered by the Office;
(2) There is room for reasonable doubt as to the appropriateness of the decision; or
(3) The potential impact of a decision on similar jobs is sufficiently significant to make further review of the decision desirable.
(g) The Director of the Office of Personnel Management may, at his or her discretion, reopen and reconsider any previous decision when the party requesting reopening submits written argument or evidence which tends to establish that:
(1) New and material evidence is available that was not readily available when the previous decision was issued;
(2) The previous decision involves an erroneous interpretation of law or regulation or a misapplication of established policy; or
(3) The previous decision is of a precedential nature involving a new or unreviewed policy consideration that may have effects beyond the actual case at hand, or is otherwise of such an exceptional nature as to merit the personal attention of the Director of the Office of Personnel Management.
(h) A final decision by the Office of Personnel Management constitutes a certificate which is mandatory and binding on all administrative, certifying, payroll, disbursing, and accounting officials of the Government.
§ 532.707 Availability of information.
(a) The Office, upon a request which identifies the individual from whose file the information is sought, shall disclose the following information from an appeal file to a member of the public, except when the disclosure would constitute a clearly unwarranted invasion of personal privacy:
(1) Confirmation of the name of the individual from whose file the information is sought and the names of the other parties concerned;
(2) The status of the appeal;
(3) The results of the appeal (i.e., proper title, pay plan, series, and grade);
(4) The classification requested (i.e., title, pay plan, series, and grade); and
(5) With the consent of the parties concerned, other reasonably identified information from the file.
(b) The Office will disclose to the parties concerned the information contained in an appeal file in proceedings under this part. For the purposes of this section, the parties concerned means the Government employee or former Government employee involved in the proceedings, his or her representative designated in writing, and the representative of the agency or the Office involved in the proceeding.
Subpart H—Payment of Unrestricted Rates for Recruitment or Retention Purposes
§ 532.801 Payment of unrestricted rates for recruitment or retention purposes.
(a) When authorized by specific statutory authority providing for exceptions to pay limitations imposed by statute, the Office of Personnel Management (OPM) may approve exceptions to the pay limitations if OPM determines that such exceptions are necessary to ensure the recruitment or retention of qualified employees.
(b) Requests for payment of unrestricted rates under this subpart shall be submitted by employing agencies' headquarters to the appropriate lead agency. The lead agency shall coordinate each request with other agencies, as necessary, and submit a consolidated request to OPM. The consolidated request shall include any available supporting wage survey data and a formal recommendation by the lead agency to approve or disapprove the request.
(c) Rates authorized under paragraph (a) of this section shall be equal to the regular or special schedule unrestricted (uncapped) rates and may be authorized for use within all or part of a wage area for a designated occupation or occupational specialization and grade.
(d) In approving rates under this subpart, OPM shall consider the factors specified in § 532.251(b) of this part.
(e) The unrestricted rates authorized under this subpart shall be shown on the appropriate regular or special schedule or as an amendment to the schedule and shall indicate the wage area (or part thereof) and each occupation or occupational specialization and grade for which the rates are authorized. These rates shall be paid by all agencies having such positions in the wage area (or part thereof) specified.
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