12
New or Increased Special Rates
OPM may establish higher rates of basic pay-special rates-for a group or category of GS
positions in one or more geographic areas to address existing or likely significant handicaps in
recruiting or retaining well-qualified employees. Special rate requests must include the
information required by OPM’s Worksheet for Special Rate Requests, Form 1397 (PDF file).
The requests must come to OPM through agency headquarters. Requests may require
coordination with other agencies that have similar positions. The checklist below outlines the
information to include in special rate requests (as required by OPM Form 1397).
Checklist
Indicate positions covered by request (occupation series code, job title, agency code,
agency name, duty station code(s), and duty station name(s)).
Staffing data by grade level.
o On board, vacant, and total positions at two specific times.
o Positions tried to fill, offers made, number hired during period.
o Transfers, quits, quits for pay during period.
Proposed special rate schedule.
Cost by grade level.
Narrative information:
o Explain whether special rates are needed to address an (1) existing recruitment or
retention problem or (2) a recruitment or retention problem that is likely to exist
in the future if special rates are not approved. If existing, explain the cause of the
significant recruitment or retention problems. If your agency determines that
special rates are needed to address a likely recruitment or retention problem,
explain the basis and provide evidence to support this determination, including
estimates of the number of vacant positions and/or quits for comparable positions
that are likely to occur if the special rate request is not approved.
o Explain how the nature of the existing labor market is affecting your agency’s
ability to recruit or retain employees covered by the request.
o Explain the degree to which your agency has considered and used other pay
flexibilities to alleviate the staffing problems, including recruitment, relocation,
and retention incentives, superior qualifications and special needs pay-setting
authority, student loan repayments, and performance awards.
o Explain the degree to which your agency has considered and used other non-pay
solutions to the staffing problems, such as conducting aggressive recruiting
programs, using appropriate appointing authorities, redesigning jobs, establishing
or enhancing training programs, authorizing flexible work schedules and/or
telework arrangements, and improving working conditions.
o
Explain how the staffing problem is affecting accomplishment of your agency’s
mission.
o
Explain and provide estimates of the costs attributable to the staffing situation
which would be offset if this special salary rate is approved, such as overtime,
contracting, training, recruiting, or other costs.
Agency certification.
Salary comparisons.