All DoDEA employees are paid on a biweekly basis (usually every other Friday). The salary earned in each biweekly pay period is paid seven workdays later, in the next pay period. Our servicing finance office is the Defense Finance and Accounting Service (DFAS) and they are located in Pensacola, Florida.
It is mandatory that all new employees use direct deposit. It provides you with more immediate access to your earning than a traditional paycheck. The Direct Deposit Sign-up Form and instructions are included the in-processing form section within this Web-site.
The Department of Defense Civilian Leave and Earnings Statement (LES): You will receive a biweekly statement by mail or you can obtain your LES via the DoD myPay application ( https://mypay.dfas.mil). myPay is an innovative, automated system that puts you in control of processing certain discretionary pay data items without using paper forms. You can also get your tax forms and travel advice of payment using myPay.
Deductions from your Biweekly Pay: There are two type of deductions: discretionary and non-discretionary. Discretionary deductions are those deductions that only you may authorize, which may include life and health insurance, thrift savings, and plan contributions. Non-discretionary deductions will occur automatically, and include withholding of federal, state, and local income taxes, FICA tax and retirement plan contributions.
The Purpose of the W-4 and W-2 Forms: Although the withholding of federal and state taxes is non-discretionary, you can make decisions that impact the amount of funds withheld from your biweekly earnings. The W-4 form allows you to designate the number of tax exemptions (i.e., family members/dependents) that will be used in determining the amount of federal tax to be withheld. You will be provided with a state tax withholding form at in processing time. As a new employee, you are required to complete a W-4 form.
Every year in late January, DFAS provides all employees with their W-2 form. The W-2 form specifies your total gross earning, federal and state withholding taxes, FICA deductions, and other financial information. You need to file the W-2 form with your federal, state, and local income tax return.
For more information concerning your pay, please email the ABC-C.
Career-Conditional Appointment - A person selected for a continuing position in the federal service is given a career-conditional appointment. The first year of service under a career-conditional appointment is a probationary period. After serving three continuous years under a career-conditional appointment, the employee will automatically receive a career appointment. Should an employee leave federal service before acquiring career status, and not return within 30 days, a new three-year period will have to be completed before career status can be acquired. Employees with veteran's preference retain lifetime reinstatement eligibility.
Career Appointment - A career appointment confers permanent status and career appointees have the greatest possible job protection as well as permanent reinstatement eligibility.
Excepted Appointment - This type of appointment is made for positions excepted from the competitive system by law, by executive order, or with OPM approval.
Term Appointment - Term appointments are non-permanent appointments made for a definite term that will last for more than one but not more than four years. Term appointments confer eligibility for within-grade increases, promotions, reassignments, as well as retirement and insurance benefits.
Temporary Appointment - This type of appointment is made for the period of time considered necessary to get a particular job done. A temporary appointment will have a not-to-exceed date and will expire automatically unless it is terminated sooner or extended further. Persons on temporary appointments may not be promoted, reassigned, or transferred. A temporary appointment may be terminated at any time upon written notice. Employees on temporary appointments and employees on seasonal or intermittent schedules who are expected to work 130 hours per calendar month for at least (the upcoming) 90 days are now eligible for an FEHB enrollment.
Periodic step increases or sometimes called within-grade increases (WGIs) are periodic increases in a General Schedule (GS) employee’s rate of basic pay. Title 5, U.S. Code, authorizes within-grade step increases after waiting periods at various grades provided that an employee has demonstrated an acceptable level of competence. An employee who has not reached the highest step for a particular position is generally advanced to the next step following completion of the required waiting period if the employee’s rating of record for the most recently completed appraisal period is at least Fully Successful or equivalent, and also if no equivalent increase was received during the waiting period. The required waiting periods are as follows:
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The pay for DoDEA overseas educators and administrators in the Teaching Position (TP) pay plan is based on the pay for similar positions in urban school districts in the United States of 100,000 or more population. An educator's pay is based upon the educational level of the employee and the number of years of creditable experience.
The pay for Americas employees who are in the Administratively Determined (AD) pay plan is set in accordance with the applicable Bargaining Unit Agreement and may vary by location. However, administrators and certain support positions are not covered by a Bargaining Unit Agreement.
The General Schedules (GS) is the Federal government’s main pay system and is composed of 15 grades (GS1 to GS15), or salary levels. Each grade includes ten steps through which employees advance based on satisfactory job performance and length of service. Locality pay is based on surveys done by the Bureau of Labor Statistics. Locality pay is designed to make up the pay gaps between Federal and non-Federal salaries in local areas. For the most current pay charts, access the OPM Web site.
The pay for employees covered under the Federal Wage System or prevailing rate, commonly referred to as “blue collar” or “wage grade” (WG) workers is based on the prevailing rates for such work in a given geographical area. This special pay system covers trade, craft, labor, and other blue collar jobs. These employees are hourly rate workers who receive annual wage adjustments based on a review of comparability pay by wage area. Each wage area pay scale is divided into three classes: WG (worker), WL (leader), and WS (supervisor). The WG and WL classes of pay rates each have 15 grades with five steps in each, and the WS has 19 grades with 5 steps. Advancement to higher steps is a result of satisfactory job performance and length of service. For more information access the Federal Wage System.
NSPS is the Department of Defense's (DoD) flexible and responsive civilian management system that values performance and contribution, encourages communication, supports broader skill development and promotes excellence in the workplace. Some DoDEA employees have been converted to NSPS based on their permanent position of record under the General Schedule (GS). When employees convert into NSPS, they experience no loss in pay. Employees in NSPS are placed into a Career Group, Pay Schedule and Pay Band based on their occupations and levels of duties and responsibilities.
Some employees under the GS pay plan have SSR that govern their pay. Such employees get the higher of their special pay rate or the GS locality pay rate. If their special pay rate exceeds their locality rate, any locality rate adjustment has no effect on their pay. Note: Special salary rate are authorized whenever the Office of the Personnel Management (OPM) finds that the Government's recruitment or retention efforts are or are likely to be adversely affected by a variety of factors, including significantly higher rates of pay offered by non-federal employers, the remoteness of the job's area or location, undersirable working conditions or duties, or other circumstances that OPM considers appropriate. Once established, each special rate is reviewed at least annually and adjustments made as warranted by existing labor market conditions and agency staffing needs.
The pay for employees covered under the Federal Wage System or prevailing rate, commonly referred to as "blue collar" or "wage grade" (WG) workers is based on the prevailing rates for such work in a given geographical area. This special pay system covers trade, craft, labor, and other blue collar jobs. These employees are hourly rate workers who receive annual wage adjustments based on a review of comparability pay by wage area. Each wage area pay scale is divided into three classes: WG (worker), WL (leader), and WS (supervisor). The WG and WL classes of pay rates each have 15 grades with five steps in each, and the WS has 19 grades with 5 steps.
The SES covers most of the managerial, supervisory, and policy positions in the executive branch that are classified above the GS-15 except those that require Senate confirmation. The National Defense Authorization Act of 2004 (Public Law 108-136, November 24, 2003) abolished the six level SES pay system, including locality pay for SES Members, and established a new performance-based pay system effective January 11, 2004.
Use the drop down below to select and view a list of corresponding salary schedules. You will likely need to scroll back down the page after clicking go.