Reply to Federal employee pay raise 2022

Forum Index » Jobs and Careers

Reply to "Federal employee pay raise 2022"

Subject:

Emoticons





More smilies

Text Color: Font: Close Marks

[quote=Anonymous][quote=Anonymous]15s who work hard deserve a meaningful pay raise just like everyone else at lower levels. No one is saying that $172.5k is a bad salary. It is not at all. I don't expect private sector raises knowing I'm a public servant, but something would be nice.

Also, pay compression is important because there will be no incentive for folks to step up in management roles. For example, in the San Fran locality pay area 14 step 10 is the same as a capped 15/10. DC, Boston, NYC will get there soon too. So one could stay in their non-supervisory position or maybe team lead role for the same pay. why would they go on to become a program manager with much bigger responsibility? If that 14/10 is really good, we want them to get that 15 job for succession planning purposes. This has a number of implications that ultimately impacts mission. I know so many 14s that SHOULD be 15 managers but refuse to do it because of the significant responsibility and little pay. They don't even want private sector pay--but they want something. But since they won't do it, we kinda get stuck with mediocre 15s. Sure we could recruit externally, but that's worked out twice in my 10 years here...[/quote]

I agree with much of this. I too think the federal government has (mostly not all) crappy management and leadership for two reasons:1) pay; and 2) no investment in developing management and leadership skills. we promote folks with technical skills instead. But the pay part of your argument is true to some extent. I too know quite a few 14s who would make amazing managers, but there is no incentive to deal with all the extra stress that comes with being a supervisory 15. So they opt to stay where are. The 14s that still have SES aspirations will do it. I am friends with some SESers and they are disappointed that some of the talented 14s won't step into 15 roles. they feel stuck promoting14s that might be good technically, but don't really have the management/leadership skills to build relations, manage people etc--the stuff that can sink a division.

I would even apply what you're saying to SES. I think SES pay needs to be revamped too. I don't think they need to make $350+k, but SES pay should be a minimum 185k to 250k--maybe 275k. It is currently 132k to 199k. The SES for my division is new and is really good. He got promoted fast. I looked him up and his salary was 148k in 2020. He was only a 15 for one year before promoted to SES. Maybe he should have waited for a couple more years. but I can tell you our division feels motivated again. he is really good and its sad that he works 60+ hours a week for such low pay at that level. OPM has done studies about the pipeline for SES drying up because 14s and 15s don't want that headache and no good financial incentives. I think 60-70 percent of current SES are probably a hot mess and shouldn't even be 14s (IMO), but they are there because the talented ones are sitting on the side lines. And then we complain on other threads about how horrible these leaders are. wonder why?! The federal government will never attract or retain top talent if it cannot pay well enough. Federal programs and operations are only getting more complex and more politically charged. [/quote]

Options

	Disable HTML in this message
	Disable BB Code in this message
	Disable smilies in this message

Review message

Search Recent Topics Hottest Topics