2014 GS and Military Pay Raise Updates

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in Government, Military, Pay

In the latest budget deal, Congress has passed a defense bill that will limit the 2014 Military Pay raise to 1 percent, versus the 1.8 percent proposed by house armed services committee.  The change means the average enlisted member will receive a monthly pay increase of $26 instead of $47. You can see the latest 2014 military pay charts in this article.

President Obama has now issued an executive implementing a 1 percent across the board pay increase for federal employees under the General Schedule in 2014. This is the first raise since 2010. Click the following for the 2014 GS Pay Scale.

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With the drawn out process to finalize 2013 GS pay tables (which remained frozen at 2010 levels) now complete the focus turns to what the potential 2014 pay raise could be. Given the booming economy and higher inflation it is widely expected that Congress and the administration will push for a 1% or more pay raise for federal employees.  This despite higher deficits and sequestration measures. The house is currently in the early stages of debating a number of bills containing provisions to provide across-the-board pay raises in 2014 for federal employees. There is also debate on the entire GS pay system and calls for an overhaul to align it with the private sector and focus on rewarding key skills rather than tenure. The pay raise would be funded with appropriations for fiscal year 2014 (which starts in Oct 2013) and is included in the Obama administration’s 2014 budget.

For military staff, the House Armed Services has endorsed a 1.8% raise, in line with the employment cost index measure. Military pay raises have been much consistently larger than federal levels due to the higher (political and actual) regard with which our troops are held.

However any significant pay raises, federal or military, are going to be hard to justify due to to sequestration and other deficit reduction measures.  Which means the debate on pay raises will continue on well into 2013.

{ 2 comments… read them below or add one }

CJ December 4, 2013 at 3:57 pm

Steve, you are so correct about the NSPS system. I’ve been with the civil service system 15 years now. I changed jobs when I was a GS-07 and then became an NSPS employee equivalent to a GS-09. The system was a mess and truly unfair scale. It’s set up where it gives supervisors too much leeway and control where favoritism ruled its ugly head and individuals were given huge pay increases because they were well liked by the boss, not based on merit. The GS system is fair across the board and eliminates that favoritism kiss butt mentality. Everyone knows what the scale is and what they will be paid and everyone is paid the same across the board based on their grade and step and step increases occurr on a timed interval basis. The NSPS system was a flop and some people lost their jobs when they shouldn’t have all because they didn’t “fit” in to the bosses mentality. It was to be a merit based program but as most people in the working force know, it’s not how well you know your job and how well you perform but it’s how well you get along with the boss and kiss his or her butt and play their politics that gets you to the next higher level. Unfortunately, human emotions come into the decision making process. I don’t think any boss can stay neutral and objective when it comes to merit based programs. I have seen plenty of people get promoted and move up supposedly based on merit but everyone in the office knew that it was based on how well they were liked by the boss and not based on TRUE merit.

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Steve Neal November 16, 2013 at 2:02 am

Hope they are not serious about dropping the GS pay-scale, just as we in the FAA are trying to force management into reverting back to it… DoD tried NSPS (another failed attemp at core-comp), and wisely ditched it because subjective performance and promotion criteria rendered it unfair and its pay disparity a morale killer. Even my own “FV” core-comp pay banding system and new Performance Management system (job performance feedback and documentation) made in-band promotions too difficult to ever be used as an incentive. I have never met anyone who got one and the justification criteria is brutal. Core-Compensation and my pay-for-performance is so broken, we have to actually move to another job to get a pay raise (temporary detail or permanent).

So, the bottom line is that regardless of the new pay-for-performance they come up with this time, we FEDS will pervert it to uselessness in just a few short years… Stick with a proven winner; the GS pay-scale…

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