U.S. Government Accountability Office: Human Capital Initiatives and Additional Legislative Authorities Page: 4 of 15
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Related Compensation Before turning to provisions in the GAO Act related to operational
Proposals improvements and administrative efficiencies, let me address two
important proposals related to employee compensation that-while not
included in H.R. 3268-have been under discussion as well.
Adopting a "floor guarantee"for future annual pay adjustments
We support the adoption of a "floor guarantee" provision for future annual
pay adjustments. We first raised a similar concept with Members of the
Subcommittee last May.2 Just last month, our negotiating team introduced
the idea to the GAO Employees Organization, IFPTE, which agreed to
adopt a floor guarantee as part of the agreement governing 2008 pay
adjustments. We were pleased to reach a prompt agreement and believe
the floor guarantee reasonably balances our commitment to performance-
based pay with an appropriate degree of predictability and equity for all
GAO employees.
A statutorily based floor guarantee would provide GAO employees with
greater certainty about future salary increases and ensure at least pay
parity with the executive branch. We support the floor guarantee approach
because we believe it will preserve the incentives and rewards of GAO's
performance-based compensation system, while ensuring-subject to the
conditions explained below-that GAO employees receive an annual
increase in their permanent pay that is at least equal to GS across-the-
board increase for each locality area.
The floor guarantee would ensure that all employees performing at the
"meets expectations" level or better would receive an annual adjustment
to their basic rate that is at least equal to the total annual increase under
the General Schedule (GS) system for the employees' geographic area.3
The only exceptions would be employees (1) receiving ratings below the
"meets expectations" level, (2) participating in development programs
under which they receive performance reviews and permanent merit pay
increases more than once a year, (3) occupying positions covered by the
Federal Wage System, or (4) occupying SES or Senior Level positions.
2GAO, U.S. Government Accountability Office: Status of GAO's Human Capital
Transformation Efforts, Statement of David M. Walker, Comptroller General of the United
States, GAO-07-872T (Washington, D.C.: May 22, 2007).
3This would be in accordance with U.S. Code, Title 5, Part III, Subpart D, Chapter 53,
Subchapter 1.GAO-08-573T
Page 3
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United States. Government Accountability Office. U.S. Government Accountability Office: Human Capital Initiatives and Additional Legislative Authorities, text, March 13, 2008; Washington D.C.. (https://digital.library.unt.edu/ark:/67531/metadc292823/m1/4/: accessed April 25, 2024), University of North Texas Libraries, UNT Digital Library, https://digital.library.unt.edu; crediting UNT Libraries Government Documents Department.