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Pay is one of the most common questions that come up, so I wanted to try and consolidate as much info as possible into one place. There are so many scenarios, it makes it difficult to imagine them all, so I figured crowd sourcing it would be the best way. This post will be added to the FAQ and edited along the way. If you think of a situation that hasn't been covered, or can help fill in the blanks post it and we'll get it added.
General
Basic Pay = Pay rate without Locality
Base Pay = Pay rate with Locality (base rate for premium pay multipliers)
Locality never transfers, you always get the locality pay of the station you are actually at.
Transfers
ERR
On transfer: 50% of the difference between old base pay and new base pay
Certify: Remaining 50% at certification.
Washout/Withdraw: Maximum of
Further explanation: Why is 50% on the go, 50% upon certification important? Unlike a hardship or a swap, you essentially get to keep each June raise (January raises will increase the bands accordingly, and are not included in these examples for simplicity.)
Example ERR/MPP
Previous CPC salary - $100,000
New CPC band minimum salary - $120,000
Salary on the go - $100,000 + $10,000 = $110,000
First June Raise - $111,760
Second June Raise - $113,548
Certification - $113,548 + 10,000 = $123,548.
Raises during training are kept in the final CPC pay.
Example Swap/Hardship
Previous CPC salary - $100,000
New CPC band minimum salary - $120,000
Salary on the go - $100,000= $100,000
First June Raise - $101,600
Second June Raise - $103,225
Certification - $120,000
You lose the June raises that occur while you're in training.
MPP (Bid) - CPC/TMU
On transfer: same as err
Certify: same as err
Washout/Withdraw: same as err
Annual/presidential pay raises: same as err
Move money: If specified in the bid
MPP (bid) - MSS 1/2/3/4 - FG/FV pay scales at FAA Academy/Headquarters
On transfer: 100% on the go
Washout/Withdraw: You will save pay or move to the top of the band maximum (if current salary is above the band maximum)
Annual/presidential pay raises: Receive as normal
Move money: If specified in the bid
CPC-IT to MSS
pointsixtyfive.com
Swap
On transfer: No immediate pay change
Certify:
Annual/presidential pay raises:
Move money: None
Hardship
On transfer: No immediate pay change unless above the new CPC band.
Certify: If not within the current CPC band, raise to bottom of CPC band.
Washout/Withdraw:
Annual/presidential pay raises:
Move money: None
Developmental NEST
On transfer: Lower of
Facility Upgrade/Downgrades
Old facility upgraded after transferring to a new facility. Effective upgrade date was prior to transfer.
Pay will be adjusted from the effective date of the upgrade and will be back-paid.
Raises
Lump Sums
A lump sum will be paid out for any raise received when at the top of a pay band. The lump sum is the amount the raise would have added to the yearly salary.
Example: Salary $100,000/yr, Raise 1.4%. The pay period the raise goes into effect you would be paid $1,400.
CIP
It's treated as any other hardship: you will keep whatever your basic pay is from when you hardship (within the new band).
General
Basic Pay = Pay rate without Locality
Base Pay = Pay rate with Locality (base rate for premium pay multipliers)
Locality never transfers, you always get the locality pay of the station you are actually at.
Transfers
ERR
On transfer: 50% of the difference between old base pay and new base pay
Certify: Remaining 50% at certification.
Washout/Withdraw: Maximum of
- New CPC band, or;
- Last certified base pay
- Prior to transfer: Added into current pay, (Per HR, any raises occurred after the acceptance of an FOL will be added onto the FOL salary, if anyone has experienced something different, please advise)
- As CPC-IT:
- After certifying: As normal
- After wash/withdraw: Not factored into new pay
Further explanation: Why is 50% on the go, 50% upon certification important? Unlike a hardship or a swap, you essentially get to keep each June raise (January raises will increase the bands accordingly, and are not included in these examples for simplicity.)
Example ERR/MPP
Previous CPC salary - $100,000
New CPC band minimum salary - $120,000
Salary on the go - $100,000 + $10,000 = $110,000
First June Raise - $111,760
Second June Raise - $113,548
Certification - $113,548 + 10,000 = $123,548.
Raises during training are kept in the final CPC pay.
Example Swap/Hardship
Previous CPC salary - $100,000
New CPC band minimum salary - $120,000
Salary on the go - $100,000= $100,000
First June Raise - $101,600
Second June Raise - $103,225
Certification - $120,000
You lose the June raises that occur while you're in training.
MPP (Bid) - CPC/TMU
On transfer: same as err
Certify: same as err
Washout/Withdraw: same as err
Annual/presidential pay raises: same as err
Move money: If specified in the bid
MPP (bid) - MSS 1/2/3/4 - FG/FV pay scales at FAA Academy/Headquarters
On transfer: 100% on the go
Washout/Withdraw: You will save pay or move to the top of the band maximum (if current salary is above the band maximum)
Annual/presidential pay raises: Receive as normal
Move money: If specified in the bid
CPC-IT to MSS
CPC-IT applying for Supervisor Position
So many questions on this . Let’s say the cpc-it was from a lvl 6 now at lvl 10 . Lvl 6 70k, lvl 10 110k as cpc. The cpc-it is making 90k from the 50% on the go . Can the cpc-it apply for a supervisor job at a lvl 6 ? If she could and gets the job . Is her starting sup pay at the minimum of...
pointsixtyfive.com
Swap
On transfer: No immediate pay change
Certify:
- Up levels: Greater of
- Current pay, or;
- Bottom of CPC band
- Down levels: Lower of:
- Current pay, or;
- Top of the new CPC band
Annual/presidential pay raises:
Move money: None
Hardship
On transfer: No immediate pay change unless above the new CPC band.
Certify: If not within the current CPC band, raise to bottom of CPC band.
Washout/Withdraw:
Annual/presidential pay raises:
Move money: None
Developmental NEST
On transfer: Lower of
- Current pay, or;
- Max of the new facility's D-band
- Bottom of CPC band, or;
- Current pay + 6%
Facility Upgrade/Downgrades
Old facility upgraded after transferring to a new facility. Effective upgrade date was prior to transfer.
Pay will be adjusted from the effective date of the upgrade and will be back-paid.
Raises
Lump Sums
A lump sum will be paid out for any raise received when at the top of a pay band. The lump sum is the amount the raise would have added to the yearly salary.
Example: Salary $100,000/yr, Raise 1.4%. The pay period the raise goes into effect you would be paid $1,400.
CIP
- CIP is a premium pay and not part salary calculations.
- It comes from a fixed amount of budgeted money and will stop being paid once that pool runs out for the given fiscal year
- Unlike other premiums, it is a percentage of basic pay, not base pay.
It's treated as any other hardship: you will keep whatever your basic pay is from when you hardship (within the new band).
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