NGA employees also benefit from other supplemental insurance options available to the Intelligence Community. There are many benefits available to federal employees for taking care your health and well-being. NGA selects employees for promotion based on their demonstrated skills, level of performance, performance-based potential and NGA mission needs. The promotion process is used to select the best-qualified individuals for advancement through a fair, equitable, and competitive selection process. Promotions: NGA encourages the development of a highly skilled and motivated workforce within a broad-pay band, person-based system. Incentives: NGA may pay incentives and Student Loan Repayment (SLR) to prospective and current civilian employees when it is determined that NGA will be unable to attract, relocate or retain well qualified or highly skilled candidates or employees critical to the agency's mission without incentive. The recognition may be by means of individual or group monetary (cash) awards, time off from work (time off awards), or non-monetary honorary awards. Additional Compensation and RecognitionĪwards: NGA has a comprehensive awards program that is intended to encourage high productivity by acknowledging superior performance. DISL members may earn hazard pay differential and premium pay (overtime compensatory time Sunday or holiday pay and night, standby, and irregular differentials), however, DISES members are excluded from all pay differentials and premium pay. Salary Range with Local Market Supplementĭefense Intelligence Senior Level (DISL) Annual Ratesĭefense Intelligence Senior Executive Service (DISES) Annual RatesĭISES and DISL members are not entitled to locality pay. areas which are the two primary locations for NGA. The following table shows the locality pay for the Washington, D.C. The Federal government has established numerous pay localities to provide locality pay adjustments that add to total pay according to geographic duty locations. The table below shows basic salary ranges and equivalent GS grade levels as of January 2, 2022. The annual promotion process determines those employees who move to a higher band. Annual performance evaluations determine the amount of increase within a pay band an employee will receive. The NGA system consists of five pay bands and does not include regularly scheduled within-grade increases.
NGA does not align to the General Schedule. The combination of the three decisions results in a total pay that is appropriate to the employee's past efforts and future expectations. Promotion decisions reflect the employee's performance-based potential and the need for higher level work within the Agency. The combination of salary and bonuses/awards decisions result in a compensation package that effectively rewards each employee for his or her efforts during the previous performance cycle. The concept underlying the DCIPS process is that an employee's total resulting pay should fairly reflect that person's performance at his or her Band level. Starting October 1, 2008, NGA began using a new intelligence community-wide personnel system. Defense Civilian Intelligence Personnel System
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