PAY AND BENEFITS
GENERAL SCHEDULE (GS) PAY SCALE
When you accepted your position, a specific salary was agreed upon between you and the Human Resources (HR) Specialist. The Office of Personnel Management (OPM) governs pay for all Federal employees. You can review official pay charts by visiting the OPM website.
General Schedule: Most civilian employees are covered under the General Schedule (GS) pay system. GS pay varies based on where your duty station is located. This is called Locality Pay. Be sure to check the pay chart for your area. If your area has no Locality Pay, then use the "Rest of the United States" pay chart.
Senior Executive Service (SES): The DoD Executive and Senior Professional Pay and Performance System has been certified by OPM. A certified performance system allows DoD to pay senior executives at a higher rate, up to Level II of the Executive Schedule. All SES positions within DoD have been placed within a common tier structure, a three-level system that groups positions by scope, influence, breadth of responsibility, and influence in Joint/national security matters.
Other Pay Systems: If you have questions about other pay systems, contact your HR Specialist.
All civilian employees and Service members are paid through the Defense Finance and Accounting Service (DFAS), which provides comprehensive payment services to the United States Department of Defense. Read more about DFAS at www.dfas.mil.
Civilian employees and Service members have online access to their Leave and Earnings Statement, W-2, and other pay-related information on the DFAS “My Pay” website (Common Access Card (CAC) required).
THRIFT SAVINGS PLAN (TSP)
The Thrift Savings Plan (TSP) is one of the most important benefits for eligible Federal employees and members of the uniformed services. The TSP is a retirement savings plan similar to 401(k) plans offered to private sector employees.
The plan affords you the ability to participate in a long-term retirement savings and investment plan. Saving for retirement through the TSP provides many advantages, including:
Automatic payroll deductions
A diversified choice of investment options
A choice of tax treatments for your contributions:
Traditional (pre-tax) contributions and tax-deferred investment earnings, and
Roth (after-tax) contributions with tax-free earnings at retirement if you satisfy the Internal Revenue Service (IRS) requirements
Low administrative and investment expenses
Agency contributions, if you are an employee covered by the Federal Employees’ Retirement System (FERS)
Under certain circumstances, access to your money while you are still employed by the Federal Government
A beneficiary participant account established for your spouse in the event of your death
A variety of withdrawal options
TSP benefits differ depending on your retirement system (FERS, Civil Service Retirement System (CSRS), or uniformed services). If you are covered by the FERS, the TSP is one part of a three-part retirement package that also includes your FERS basic annuity and Social Security. If you are covered by the Civil Service Retirement System or are a member of the uniformed services, the TSP is a supplement to your CSRS annuity or military retired pay. If you are not sure which retirement system covers you, check with your HR Specialist.
Regardless of your retirement system, participating in the TSP can significantly increase your retirement income, but starting early is important. Contributing early gives the money in your account more time to increase in value through the compounding of earnings.
Learn more at www.tsp.gov.
As a Federal employee or Service member, you may be eligible to enroll in health, dental and vision, life insurance, and flexible spending accounts, and apply for long term care insurance. You can also take advantage of the Thrift Savings Plan and Mass Transit Benefit Program.
Health/Dental/Vision/Life for Civilian Employees »
Health/Dental/Life for Service Members »
Long Term Care Insurance and Flexible Spending Accounts »
Mass Transit Benefit Program »
The Defense Logistics Agency (DLA) McNamara Headquarters Complex (HQC) Child Development Center (CDC) is accredited by the National Association for the Education of Young Children. The center is DoD-certified to maintain the highest quality of care. Lead Teachers have Child Development Associate Credentials and/or college degrees.
Children with special needs will be considered on an individual basis and will be accepted as long as the Center is assured it can fully meet the child’s needs and the needs of the other children in the group with reasonable accommodation. In all cases, the child must be able to participate and substantially benefit from the Center’s program without risk to him/herself or to other children.
Availability: The CDC provides childcare and development for up to 220 children six weeks old through Kindergarten age.
Programs Offered - The CDC operates a full-day program for children of military members, civilian employees, DoD contractors, and McNamara HQC Tenant Agency employees. Part-day and hourly care are contingent upon space availability. Breakfast, lunch, and an afternoon snack are provided.
Costs - Rates are set by DoD fee guidance.
For more information contact the CDC at (703) 767-0400.
Ft. Belvoir offers two additional Child Development Centers on post. For additional information and directions, contact:
North Post CDC (703) 806-6540
South Post CDC (703) 806-4347
Personnel located in Albuquerque, NM may elect to use on base facilities for child care. The Kirtland AFB Child Development Center offers full-time care for children of military Service members, DoD civilian employees and DoD primary contractors, ages six weeks through kindergarten. Two convenient locations are available. For more information contact the Gibson CDC at (505) 846-1103 or Maxwell CDC at (505) 853-5521.
DTRA encourages the use of workplace flexibilities and programs, such as flexible work schedules, compressed work schedules, telework, part-time employment, job share, and leave programs, to assist employees with balancing work and family responsibilities, to include responsibilities associated with the care of aging parents or other family members. The Federal Long Term Care Insurance Program (FLTCIP) may also be beneficial. For more information about the FLTCIP, contact Long Term Care Partners at 1-800-582-3337, or visit the website www.ltcfeds.com
EMPLOYEE ASSISTANCE PROGRAM
The Employee Assistance Program (EAP) is a comprehensive program that helps employees and Service members resolve personal problems which may adversely impact work performance, conduct, health, and well-being. Federal Occupational Health’s EAP addresses problems in the quickest, least restrictive, and most convenient manner, while minimizing cost and protecting client confidentiality. Among the services we offer are:
- Counseling Services: Short-term assessment and referral to community resources based on client needs (emotional, alcohol, drugs, etc.).
- Financial and Legal Services: Free consultation with financial experts and licensed attorneys to provide assistance with legal and financial questions.
- Management Consultation: Assistance for managers and supervisors when responding to a troubled employee.
- Critical Incident Response: Counselors to assist in managing traumatic situations, such as threats, acts of violence, natural disasters, injury, or death.
- Education and Training: Training programs to support both supervisors and employees on the benefits and functions of the EAP.
EAP is free and confidential and is available 365 days a year.
REASONABLE ACCOMMODATION PROGRAM
Title I of the Americans with Disabilities Act of 1990 (the "ADA") requires an employer to provide reasonable accommodation to qualified individuals with disabilities who are employees or applicants for employment, unless to do so would cause undue hardship. "In general, an accommodation is any change in the work environment or in the way things are customarily done that enables an individual with a disability to enjoy equal employment opportunities.”
An applicant or employee with a disability may request a reasonable accommodation at any time during the application process or during the period of employment. The initial RA request may be made verbally; however, the RA request must be later documented using DTRA Form 123.
Download the DTRA Form 123 here »
Download the Reasonable Accomodation Handbook here »