You may request approval to pay a supervisory differential to a General Schedule employee who has supervisory responsibility for one or more civilian employees not under the General Schedule if:
In the absence of such a differential, the subordinate civilian employees would be paid more than the supervisor, and
The supervisor's rate of basic pay does not exceed the rate of basic pay established for a GS-15 step 10.
Conditions
Because of the potential for frequent changes in a supervisor's eligibility for a differential, OPM encourages deciding officials to authorize the differentials ONLY WHEN THERE IS A SIGNIFICANT PAY DISPARITY between the supervisor's and the subordinate's continuing pay.
The differential is not considered part of basic pay, but will be paid in the same manner and at the same time as the supervisor's basic pay.
A supervisory differential must be reduced or terminated not later than 30 days after:
The continuing pay (excluding the supervisory differential) of the supervisor exceeds the continuing pay of the highest-paid subordinate,
The continuing pay (including the supervisory differential) of the supervisor exceeds that of the highest-paid subordinate by more than three percent, or
The subordinate leaves his/her position or receives a pay reduction.
See the Justification Criteria in this section for the types of pay comprising "continuing pay."
Justification Criteria
To justify the payment of a supervisory differential, you must follow these 3 steps:
STEP 1. Calculate the continuing pay of the GS/GM supervisor and that of the supervisor’s highest-paid subordinate not under the General Schedule:
Supervisor’s Annual Continuing Pay
Include:
Basic Pay
$__________
Locality-Based Comparability Pay
or
$__________
Interim Geographic Adjustment
$__________
Premium Pay
$__________
Retained Pay
$__________
Staffing Differential
$__________
Retention Allowance
$__________
Total Included:
$__________
Exclude:
Sunday Pay
$__________
Holiday Pay
$__________
Night Differential
$__________
Hazard Pay Differential
$__________
Subordinate’s Annual Continuing Pay
Include:
Basic Pay
$__________
Locality-Based Comparability Pay
or
$__________
Interim Geographic Adjustment
$__________
Premium Pay
$__________
Total Included:
$__________
Exclude:
Sunday Pay
$__________
Holiday Pay
$__________
Night Differential
$__________
Hazard Pay Differential
$__________
Retained Pay
$__________
Retention Allowance
$__________
Total Excluded:
$__________
STEP 2. Compare the continuing pay of the supervisor with that of the subordinate:
Supervisor:
Total Included
-
Total Excluded
=
Continuing Pay (Sup.)
$__________
-
$__________
=
$__________
Subordinate:
Total Included
-
Total Excluded
=
Continuing Pay (Sup.)
$__________
-
$__________
=
$__________
STEP 3. If the subordinate’s continuing pay is, in your judgement, significantly higher than the supervisor’s, you may elect to continue the process to obtain approval to pay a supervisory differential to the supervisor.
Process for Paying Supervisory Differentials
You should follow this process to request to pay such a differential:
Step
If:
Then:
1
Requesting approval
Consult the Justification Criteria in this section.
2
Request is justified
Compile the required information listed in the Justification Criteria in this section and send through channels to the Director, HRD, who will forward the request to the approving authority.
3
Request is approved
Activate employee’s pay by sending documentation of approval to the SPO.
Approval Authority
Approval Authority is USDA, Office of Human Resources Management.
Records
In addition to the records requirements on the Records/Reports Charts, Section A, the Human Resources Division must keep records of the following information, about each supervisor who receives a supervisory differential and the supervisor’s highest - paid subordinate not under the General Schedule:
Copy of request to OHRM, USDA, and any response(s) received, and
Continuing pay at the time approval of the differential was requested.
