SALARY INCREASES FOR POSTAL AND OTHER FEDERAL EMPLOYEES

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP91-00965R000400140001-1
• Release Decision: RIFPUB
• Original Classification: K
• Document Page Count: 83
• Document Creation Date: December 15, 2016
• Document Release Date: August 27, 2003
• Sequence Number: 1
• Publication Date: May 23, 1960
• Content Type: REPORT

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86TH CONGRESS ~ HOUSE OF REPRESENTATIVES REPORT
Od Session No. 1636
SALARY INCREASES FOR POSTAL AND OTHER FEDERAL
EMPLOYEES
MAY 23, 1960.-Committed to the Committee of the Whole House on the State
of the Union and ordered to be printed
Mr. MORRISON, from the Committee on Post Office and Civil Service,
submitted the following
REPORT
[To accompany H.R. 98831
The Committee on Post Office and Civil Service, to whom was re-
ferred the bill (H.R. 9883) to adjust the rates of basic compensation
of certain officers and employees of the Federal Government, and for
other purposes, having considered the same, report favorably thereon
with an amendment and recommend that the bill as amended do pass.
AMENDMENT
The amendment proposed by the committee strikes all after the
enacting clause and inserts in lieu thereof a substitute text which
appears in the reported bill in italic type. An explanation of this
amendment is contained in the section-by-section analysis of the bill,
as reported.
This legislation is recommended by the committee as a strong and
timely reaffirmation of the historic policy of the Congress that em-
ployees of the Government of the United States shall receive fair
compensation for the great public services they perform. In a
broader sense, the restatement of this policy also constitutes recogni-
tion that personal services required for the conduct of the national
affairs warrant consideration, in terms of salary and wage rates, at
least equal to the consideration accorded personal services in private
enterprise which operates with the protection and support of the
Government.
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The bill, as amended by the committee, provides a 9-percent,
across-the-board, salary increase for those categories of Federal
employees customarily included it salary legislation, with a minimum
increase of $350 for employees covered by the postal field service
schedule and the rural carrier schedule of the Postal Field Service
Compensation Act of 1955, as amended (39 U.S.C. 971(a)), and the
general schedule of the Classification Act of 1949, as amended (5
U.S.C. 1113(b)). The 9-percen increase also is authorized for
agricultural stabilization and cons.,rvation county committee employ-
ees who carry out certain programs authorized by the Soil Conserva-
tion and Domestic Allotment Act, (16 U.S.C. 590h(b)). The salary
increases will be effective on the first day of the first pay period which
begins on or after July 1, 1960.
The coverage of the reported bill and the estimated annual costs
follow :
Section of bill
Coveral;o
Number of
employees
Annual cost
101-105 --------------
Postal field service employees -------------------------
535,000
$272,300,000
202------------------
Classification Act employees --------------------------
980,000
534,610,000
203------------------
Foreign Service Act employees------------------------
8,100
10,340,000
204------------------
Employees in the Departmer t of Medicine and Sur-
19,300
14, 870,000
gery in the Veterans' Administration.
205__________________
Agricultural stabilization an1 conservation county
15,000
1 7,800,000
committee employees.
206------------------
Judicial branch employees ----------------------------
5,000
2,476,500
207__________________
Employees of Senate and for so of Representatives-
7,500
4,110,000
Total -------------------------------------------
1,570,000
846,306,500
Does not include $3,995,000 cost for civil service retirement, group life insurance, and health benefits
programs.
This legislation also extends to the agricultural stabilization and
conservation county committee employees coverage of the civil service
retirement, Federal employees' group life insurance, and Federal em-
ployees' health benefits programs, The effect is to grant these em-
ployees pay raises and fringe benefits on the basis already accorded to
their fellow workers who are agric-iltural county extension agents.
All that postal and other Federa. employees ever have asked of their
Government is timely and fair salary provisions. They do not ask
for any special or extraordinary treatment, but they rightfully expect
not to suffer discrimination or to be sacrificed on the altar of personal
or political ambitions. Committee deliberations on the salary prob-
lem this year demonstrate once more that the Federal employees can
expect and obtain sympathetic End fair salary consideration only
through appeals to their elected representatives in Congress. They
cannot hope for proper recognition at high executive levels, in terms
of fair compensation, for the loyal and efficient services they render.
The House Post Office and Civi' Service Committee has considered
Federal salary legislation in each o-' the last four Congresses, including
the 86th Congress. Only once in this 732-year period has there been
an administrative proposal for upward salary adjustments-a 5-per-
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cent increase during the 84th Congress. All other general salary
increase bills have been bitterly opposed. Had the administrative
recommendations been followed, over 500,000 postal workers and over
1 million other Federal employees might have received only a 5-percent
increase in 7~ years. There have been three vetoes of pay raise
legislation during this period.
Notwithstanding constant administrative opposition, the Congress
has succeeded in providing salary increases totaling nearly 20 percent
for postal employees and slightly less for other Federal employees
during this 7)2-year period. Were it not for the intervention of Con-
gress, therefore, Federal employees would be in even greater distress
than they now find themselves.
Review of the record confirms the overwhelming weight of evidence
presented, at extended committee hearings on H.R. 9883 and over
80 companion bills, that immediate and substantial Federal employee
salary adjustments are necessary in the interest of efficiency in the
Government and fairness to Government employees.
Representatives of postal and other Federal employees clearly
demonstrated that their salaries are well below salaries paid their
fellow workers in private enterprise whose levels of responsibility are
comparable. These employees proved that their salaries have been,
and are today, far behind the national economy. They proved that
the burden of responsibility for this discriminatory situation rests
squarely on the unyielding and unrealistic refusal of the heads of the
great Government departments and agencies to consider any but their
own desires.
On the other hand, the whole case in opposition to pay raises was
rested on two specious arguments, neither of which is even persuasive.
The administration wheeled up all the power and influence it could
bring to bear in support of arguments that at best are remotely re-
lated. They argued only that there should be no pay raise because
(1) it would adversely affect their rather optimistic prognosis of a
$4.2 billion budget surplus next year and (2) everybody should await
the results of a comparative study of Federal and private enterprise
salaries recently undertaken by the Bureau of Labor Statistics. The
true issues completely escaped them.
These arguments beg the question. The first, in fact, is suspect as
subordinating good Government and responsible employee-manage-
ment relations to personal objectives and political advantage in an
election year. Differently stated, administration spokesmen want to
collect several hundred million dollars of their hoped-for surplus from
the well-earned salaries of their own employees. Or it may be that
they have in mind applying the amount saved, by refusing their
employees deserved pay raises, to defray part of the cost of the multi-
billion dollar foreign assistance, agriculture, urban renewal, highway,
and other programs which they sponsor.
The second administration argument is equally transparent. For
one thing, the Bureau of Labor Statistics study-on which opponents
of pay raises insist everyone must wait-admittedly is directed to a
very limited comparison of Federal classified and private enterprise
positions. There is already more than adequate official data to com-
pare salaries of the vast majority of postal and other Federal employ-
ees to salaries of their fellow workers in private enterprise. Moreover,
if we look at precedent there is no certainty of any results from this
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new study. It is reliably reported that at least 45 Presidential com-
missions have been established since 1953, but many of the studies
later were abandoned and in some cases not even a report or public
record was left. More specifically, there are the rather sad examples
of the 1957 Cordiner and O'Cor.nell reports on Federal civilian pay.
The findings and recommendations in these reports still are gathering
dust. Perhaps the reason is found in the report of the administration-
sponsored O'Connell Committee in these words :
Salaries fixed by statutes have not been adjusted in a timely
and adequate manner in res aonne to general changes in non-
Federal salary levels.
or, again, in these words :
In general, Federal statutory salary rates are below non-
Federal rates for comparable positions.
In any event, postal and other Federal employees understandably
view with tongue in cheek the prospect of any action at all to adjust
their salaries as a result of studies conducted within the executive
branch.
In order to further evaluate the conflicting testimony of postal
employee and Post Office Dep: rtrnent witnesses before the com-
mittee, the members who submit this report made further inquiry to
develop certain basic data to provide a proper frame of reference for
consideration of the adequacy of ;)octal salary levels.
There are approximately 534,000 regular and substitute employees
in the postal field service. Over 40 percent of these employees work
and live in the metropolitan areas served by the 60 largest post offices.
In other words, one-sixth of 1 percent of the 35,750 post offices employ
two-fifths of all postal workers. These are the employees, and these
are the cities and urban areas, concerned most directly with the postal
pay provisions of H.R. 9883. Now, let us look at these cities and their
environs and at the postal employees and their families who work and
live there.
First of all, it is in the economic climate of these and similar cities
that most of our postal workers must buy or rent homes, pay for
groceries and meat and milk, clot-ie their wives and children, and pay
medical and dental bills and a t iousand other expenses. These are
the cities, too, which in general reflect an average cost of living well
above the national average and far above the levels in the smaller
cities, towns, hamlets, and rural freas served by the remainder of the
35,750 post offices. These are the cities where it is impossible, on most
postal salaries, to provide all necessities-let alone the few con-
veniences and luxuries required for the reasonable standard of living
that all Americans should have.
Examining further, it is fount that these 60 largest post offices,
where such a large proportion of the postal employees work., are making
a substantial revenue contribution to the budget surplus forecast for
next year. Postal revenues from these post offices for the fiscal year
1959 were $1.45 billion, against direct expenses of $1.18 billion, or a
difference of nearly $270 million. This difference is almost exactly
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SALARY INCREASES FOR POSTAL AND OTHER EMPLOYEES
equal to the total estimated cost of the postal pay increase pro-
vided by H.R. 9883. Certainly, it cannot be said that the 225,000
postal employees who work in these cities are causing any loss to the
Government or that they are not more than paying their way for the
postal service.
Results of the review relating to the cities served by these large
post offices also were tested against statistical data and other evidence
presented at the committee hearings by postal employee groups in
support of salary adjustments and by administration representatives
in opposition. Here, too, the conclusions are overwhelmingly in favor
of salary increases.
Postal employee representatives adopted the only realistic and prac-
tical approach to a meaningful comparison of salaries and responsi-
bilities in the Government and in private enterprise. In contrast, the
approach by administration opponents of salary adjustments appears
to be both unrealistic and evasive. The one single point of agree-
ment was the selection by both sides of policemen and firemen to com-
pare with letter carriers. This agreement was used as a point of
departure, therefore, in this portion of the further review made by the
committee majority.
Postal employee representatives submitted salary comparisons
generally equated to the large metropolitan areas-such as the 60 re-
ferred to above, where 40 percent of all postal employees live and
work. A tabulation of comparative salaries for policemen, firemen,
and letter carriers in these large cities follows:
Automatic salary range
National salary schedule------------------------------ $4,035 to $4,875.
Policemen and firemen
City
Automatic salary range
St. Paul, Minn-------------------------------------
$4,968 to $5,928.
Minneapolis, Minn----------------------------------
$5,544 to $6,264.
Sacramento, Calif-----------------------------------
$5,520 to $6,600.
Cincinnati, Ohio-------------------------------------
$5,048 to $5,882.
Cleveland, Ohio-------------------------------------
$4,704 to $5,502.
New York, N.Y-------------------------------------
$4,800 to $6,181.
Boston, Mass---------------------------------------
$4,880 to $5,500.
St. Louis, Mo---------------------------------------
$4,365 to $5,305.
Seattle, Wash---------------------------------------
$4,920 to $5,640.
Denver, Colo---------------------------------------
$4,716 to $5,616.
Milwaukee, Wis--------------------------------------
$4,938 to $5,726.
San Francisco, Calif---------------------------------
$6,228 to $6,828.
Chicago, Ill-----------------------------------------
$4,800 to $5,640.
Portland, Oreg--------------------------------------
$4,692 to $5,580.
Oakland, Calif--------------------------------------
$6,396 to $6,828.
Detroit, Mich---------------------------------------
$5,356 to $5,938.
Washington, D.C------------------------------------
$4,800 to $6,840.
It is interesting to note that in Riverside, Calif. (where the scale
for policemen and firemen is $4,920 to $6,000), it is reported that
women assigned to checking parking meters, called "meter maids,"
start at $410 a month, or $74 higher than the entrance rate for most
postal employees. The meter maids do even better in Los Angeles,
where the monthly rate is $489, or $153 above the starting rate for
most postal employees.
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The following is a classified advertisement from a Detroit newspaper
introduced in testimony before th committee:
Wanted-Janitor for city hull. Examples of work: Sweep,
mop, scrub, and polish floors; clean and maintain lavatories;
replace light bulbs. Starting salary, $4,450; $5,050 after
2 years.
Government mediators late in the past winter worked out the settle-
ment of a strike of meatcutters and retail clerks in chainstores in the
Washington, D.C., metropolitan a:-ea, calling for weekly wages of $103
for meat cutters and $97 for clerks. The letter carrier and postal clerk
receives an average of $89 a week in the same city. The much-
publicized steel-strike settlement, with the aid of the Vice President
of the United States and the Secretary of Labor, improved pay and
fringe benefits for steelworkers-who already were being paid $3.11
an hour before the strike. The postal clerk and the letter carrier with
20 years of service receives only $3.06 an hour.
Since 1948, clerks and carriers with 25 years of service have received
only a 34.5 percent net increase in pay, compared to a 63.3 percent
increase in compensation per man-hour in private industry during the
same period, according to a leading authority on economics. In each
one of the past 10 years without e:ceeption hourly compensation of all
employees in private industry has : isen more than the Consumer Price
Index published by the Bureau of Labor Statistics in the Department
of Labor.
The validity of the foregoing comparisons is self-evident.
In sharp contrast, the Post Office Department, in opposing salary
increases, recited quite another set of comparisons-pointedly aimed
at an unfavorable comparison for ts employees-based on the pay of
policemen and firemen in much smaller cities and towns.
One such comparison, for instance, equated salaries of letter carriers
to those of policemen and firemen in 48 State capitals (excluding
Alaska and Hawaii). The total population of all 48 State capitals,
according to the last decennial census, was 1.6 million less than the
population of New York City alone. They include cities such as
Carson City, Nev. (population 3.082), Pierre, S. Dak. (population
5,715), Dover, Del. (population 6,223), Annapolis, Md. (population
10,047), and Frankfort, Ky. (population 11,916). Ten of the cities
are under 25,000, 17 are under 15,00, and 27 are under 100,000. The
total of postal employees in all of the 48 cities is only 44,261, compared
to a total of 129,201 in 17 of the cities referred to by employee witnesses.
Nor has the tremendous surge of st.burban growth in the past 10 years
affected the 48 communities, in general, nearly so much as if has
affected the larger cities cited by ,he employee representatives.
Another chart submitted by the Post Office Department attempts
to compare salaries of letter carriers with those of policemen and fire-
men in 25 "selected locations." The "selected locations" are the home-
towns of all of the committee members. However, the list includes
only 5 of the 60 largest post offices. The remaining 20 in the last census
ranged in population from 722 to 152,000, and the average population
was 23,045. These 20 post offices employ only 3,300 postal workers.
All together, excluding Bronx, N.Y. .(part of the New York City post
office) 24 of the 25 cities employ c my 22,768 postal workers-slightly
more than there are in Chicago alone. The purpose behind the selec-
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Lion of these locations is evident, but the attempted comparisons are
completely beside the point.
The "Statistical Abstract of the United States," an official publica-
tion of the Bureau of the Census, sheds still further light on the rela-
tive values of the comparisons submitted by the employees and by
the Post Office Department. In 1958, median incomes of males in
urbanized areas were $4,450 in areas of 1 million or more population,
$4,155 in areas of 250,000 to 999,999 population, and $4,067 in areas
of less than 250,000 population. Such incomes in nonurbanized areas
were only $3,699 in places of 25,000 or more and $3,408 in places of
less than 25,000. Median income of males in all urbanized areas
(which include the largest post offices) were $4,303, or 23.4 percent
higher than the median of $3,485 for nonurbanized areas-including
many of the places used for salary comparisons by administration
witnesses.
Information and evidence developed at the committee hearings and
in the review by the majority of the committee with respect to postal
salaries applies with equal force and. effect to the provisions of H.R.
9883 relating to classified and other Federal employees.
It is the traditional policy of this committee, affirmed and reaffirmed
many times by both Houses of the Congress, that classified and other
salary groups shall be accorded treatment substantially equal to that
determined proper for postal employees. The reported bill continues
this time-honored and equitable policy. Employees in departments
and agencies other than the postal service will receive the same
9-percent across-the-board pay raise granted postal workers, with a
minimum $350 increase for a large number of employees covered by
the Classification Act of 1949 who would receive increases of less than
$350 were it not for this minimum.
Representatives of these other employee groups submitted complete,
detailed, and persuasive evidence that their salaries, as in the case of
postal employees, still lag far behind salaries paid their fellow workers
having comparable levels of responsibility in private enterprise. Not-
withstanding adjustments approved by the Congress in the past 20
years-in most instances, particularly during recent years, over strong
administration opposition-Federal civilian pay rates remain well
short of keeping these employees' salaries abreast of rising living costs
and the general level of our expanding economy. The only thing
these past salary adjustments have done-and this is not to minimize
their value-is to keep the employees from falling so low in income
that they would face extreme hardship and privation. In effect, such
pay raises as have been approved enable the employees to barely keep
their heads above water, but leave them constantly facing the immi-
nent threat of going under. The increases have been entirely inade-
quate to relieve the heavy pressure of constant debt or to permit the
large majority of these loyal Government workers from enjoying any
participation in the great advances in standards of living that their
friends and neighbors have achieved by staying out of the Government.
The majority of the committee, in its further review of the hearings
and other available information, has been particularly impressed with
the reported results of an independent survey-cited during the hear-
ings but largely ignored by administration opponents of the legisla-
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tion-with respect to the continuous decline in purchasing power of
classified and other Federal emj loyees. This survey discloses that
the salaries of classified employees in the middle ranges-grades 5, 7,
9, 11, and 13, which include 419,734 employees-declined 20.3 percent
from 1950 to 1960, notwithstand.ng salary adjustments approved by
the Congress. This independent and unbiased conclusion means that
in one short decade hundreds of thousands of Federal employees have
been pushed 20 percent lower in their standards of living, in comparison
to their friends and neighbors in private enterprise.
The caliber of personal services available to the Government is
crucial to the proper discharge of the tremendous responsibility im-
posed, on the Government. Our Government bears the gravest bur-
dens, has made the widest corr. mitments, and performs the most
vital functions in the world today. The safety, the economic, social,
and cultural welfare, and the ver,-r existence of the United States and
the free world depend largely on the efficiency of our Government
civilian personnel.
These civilian personnel who ara so important to the Nation are the
ones who are concerned in this sftlary legislation. They are engaged
in carrying out programs, authorized by the Congress, involving the
annual expenditure of approxima?;ely $79 billion and property valued
at hundreds of billions of dollar... Their duties and responsibilities
cover an infinite range of difficu ty and complexity, extending from
the simplest manual work to thy; highest professional and scientific
skills--many of which are special requirements for Government pro-
grams and have no exact counteraart in private enterprise.
These employees are performing functions which are crucial to the
national defense, safety, economy, and welfare. Large numbers of
them act in direct support of dE fense activities or in other equally
important tasks wherein failure might adversely affect the entire
Nation.
There are many factors which influence men and women to enter the
service of their Government and to make careers in the service.
However, authorities generally agree that salary outweighs all other
factors. Individuals work primal ily to support themselves and their
families. The head of a family is interested, more than anything else,
in being able to provide the necessities of life and perhaps a few
moderate conveniences and luxuries. He hopes to have a fair share
of the fruits of the great advance;; America has attained in standards
of living. He expects his salary to represent the fair market value of
the services he renders to his Government. In principle, at least,
there is no greater patriotic or moral obligation for him to work for
the Government for less than his services are worth than there is for
any Government contractor or Government-subsidized industry to
sell its goods or services to the Government for a price lower than
usual.
Weighed in the balance against the foregoing truths, the salary rates
for postal and other Federal employees-particularly those in the
lower levels and grades-are sham efully inadequate and have been for
many years. Patriotism and zea for public service has deprived un-
told thousands of Federal workers of the fair return for their labors
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SALARY INCREASES FOR POSTAL AND OTHER EMPLOYEES
which they have a right to expect. High administrative officials, too
often guided by personal and other less patriotic objectives, through-
out the years have taken advantage of this public-spirited service and
have continued to call on the people who do the actual work for the
Government to make ever greater sacrifices. This refusal to recog-
nize the worth of the services of Government employees by harnessing
them to below-par salaries tends to destroy the strongest motivation
for a superior work force by minimizing the one factor, salary, which
outweighs all others. There is only one place that the employees can
come with any hope for remedial measures; that is, to their Congress.
Approval of H.R. 9883 will not attain the desirable ultimate objec-
tive of bringing Federal employees' salaries completely up to the level
of earnings of their fellow workers with comparable responsibilities in
private enterprise. It will not completely restore our Federal em-
ployees to the relative position in our expanding economy which is
desirable. However, it will constitute one further, and urgently
needed, step toward these objectives and away from the brink of
financial harassment and despair which faces many employees and
their families today.
We are confident that this legislation will receive the same over-
whelming support and approval in both Houses of the Congress that
it received in the House Post Office and Civil Service Committee. In
our judgment, the facts and the equities demand prompt and final
approval of the salary increases provided by H.R. 9883.
SECTION-BY-SECTION ANALYSIS
TITLE I-POSTAL FIELD SERVICE EMPLOYEES
Section 101 provides a short title for the provisions of title I of the
proposed salary increase law-the "Postal Employees Salary Increase
Act of 1960."
OFFICERS AND EMPLOYEES UNDER THE POSTAL FIELD SERVICE
SCHEDULE
Section 102, provides for increases in the rates of per annum basic
compensation of officers and employees subject to the postal field
service schedule contained in section 301 (a) of the Postal Field Service
Compensation Act of 1955, as amended (39 U.S.C. 971(a)) by amend-
ing such schedule to provide new permanent rates of per annum basic
compensation. In general, these now rates represent increases averag-
ing 9 percent in the existing temporary per annum rates of basic com-
pensation, except that the minimum increase will be $350 per annum.
These increases will become effective on the first day of the first pay
period which begins on or after July 1, 1960.
EMPLOYEES UNDER THE RURAL CARRIER SCHEDULE
Section 103(a) amends the rural carrier schedule to provide for an
increase of 9 percent in the compensation of rural carriers, based on the
compensation of the rural carrier on a 42-mile route. , This increase
corresponds to the permanent increase in the compensation of city
H. Rept. 1636,86-2-2
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letter carriers (provided for by sac. 102) with whom the rural carrier
on the 42-mile route traditional'.y is alined with respect to rates of
compensation.
Section 103(b) amends section 302(c) of the Postal Field Service
Compensation Act of 1955, as amended (39 U.S.C. 972(c)), which now
provides that the Postmaster Gcneral may pay such additional com-
pensation as he may determine to be fair and reasonable in each
individual case to rural carriers serving heavily patronized routes not
exceeding 61 miles in length, b-it that he may not pay additional
compensation to a carrier serving such a route in an amount which
would exceed $5,165 during the period for which the temporary salary
rates provided by the act approved May 27, 1958, as amended (39
U.S.C. 971-974) shall be in effect, or $5,035 thereafter. Such tempo-
rary period will end immediately before the first day of the first pay
period which begins in the caleno.ar year 1961.
The amendment made by section 103(b) strikes out both the
temporary $5,165 limitation and the permanent $5,035 limitation
contained in existing law and in,;erts in lieu thereof language which
provides that the Postmaster Ge.'ieral may pay such additional com-
pensation as he may determine to be fair and reasonable in each
individual case to rural carriers s,rving heavily patronized routes not
exceeding 61 miles in length, but that he may not pay additional
compensation to a carrier serving; such a route in an amount which,
when added to the basic salary for the maximum step in the rural
carrier schedule for the route served by such carrier, would increase
the total compensation of such carrier to an amount in excess of the
basic salary for the maximum step in the rural carrier schedule for a
route 61 miles in length.
The increases in the rates of compensation provided for by section
103 (a) and the maximum limitation on total compensation which may
be paid to rural carriers serving heavily patronized routes provided
for by section 103(b) will become effective on the first day of the first
pay period which begins on or after July 1, 1960.
POSTMASTERS IN POST OF]'ICES OF THE FOURTH CLASS
Section 104 provides for permanent increases in the rates of per
annum basic compensation of pos-masters at post offices of the fourth
class by amending the fourth-class, office schedule contained in section
303(a) of the Postal Field Service Compensation Act of 1955, as
amended (39 U.S.C. 973), including the temporary salary rates pro-
vided by the act approved May 27, 1958 (72 Stat. 146), to provide
new rates of per annum basic compensation for such postmasters. In
general, these new rates represent increases averaging 9 percent in the
per annum rates of basic compensation of such postmasters. These
increases will become effective on the first day of the first pay period
which begins on or after July 1, 1 )60.
RELATED PROVISIONS COVERING :?OSTAL FIELD SERVICE EMPLOYEES
Section 105(a) repeals section 304(c) of the Postal Field Service
Compensation Act of 1955, as a_nended (39 U.S.C. 974(c)). Such
section 304(c) provides, in effect, that the temporary rates of per an-
num basic compensation for officers and employees covered by the
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AL RY I
postal field service schedule, the rural carrier schedule, and the
Fourth-Class Office Schedule of such act, authorized by the act ap-
proved May 27, 1958 (39 U.S.C. 971-973), shall be in effect during a
period which will end immediately before the first day of the first pay
period which begins in the calendar year 1961. This provision for
termination of such temporary rates of per annum basic compensa-
tion will no longer be necessary upon enactment of H.R. 9883 with
the committee amendment. The reported bill will replace the three
schedules referred to (including the temporary salary rates contained
therein under existing law) with a new postal field service schedule,
rural carrier schedule, and fourth-class office schedule, each of which
will be permanent and will become effective on the first day of the
first pay period which begins on or after July 1, 1960.
Section 105(b) provides, in effect, that an increase in the rate of per
annum basic compensation under title I of the committee amendment,
or similarly granted thereafter under any other law, shall not be con-
sidered to be an "equivalent increase" in basic salary within the pur-
view of section 401(a) of the Postal Field Service Compensation Act
of 1955 (39 U.S.C. 981(a)). Such section 401(a) (which relates to
automatic advancement by step increases for postal field service
employees) provides that a step increase may be granted only if no
"equivalent increase" in basic salary from any cause was received by
an employee during the period of service on the basis of which such
step increase otherwise would be granted.
The amendment made by section 105(b) of the committee amend-
ment makes it clear, therefore, that the receipt by postal field service
employees of the increases in basic compensation provided for by title
I of the committee amendment, or granted by any later law, will not
have the effect of depriving any such employee of any regular periodic
step increase to which he otherwise would be entitled under any pro-
vision of section 401 of the Postal. Field Service Compensation Act of
1955, as amended.
Section 105 (c) continues in effect the protection, provided by
section 504 of the Postal Field Service Compensation Act of 1955
(39 U.S.C. 994), for certain postal field service employees against
reduction of their former rates of compensation by reason of the
operation of the postal field service classification and salary system
provided by such act.
Certain postal field service employees have been enabled, pursuant
to such section 504, to retain previously existing salary rates which
are in excess of the respective maximum scheduled rates of the respec-
tive salary levels of the postal field service schedule, the rural carrier
schedule, or the fourth-class office schedule, as the case may be, to
which the positions of such employees have been allocated in the
manner provided by the Postal Field Service Compensation Act of
1955. This "saved salary" protection is continued by the committee
amendment, which provides that the annual rate of basic salary of
any officer or employee whose existing basic salary, by reason of the
operation of section 504 of the Postal Field Service Compensation
Act of 1955, is at a rate between two scheduled rates or above the
highest scheduled rate in the applicable schedule of rates will be
increased by an amount equal to the amount of the increase made by
title I of the committee amendment in the next lower salary rate in
such schedule. For example, under section 105(c) of the committee
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amendment an -employee whose position is ranked in salary level
PFS-6, but whose existing rate of basic salary is above the maximum
scheduled rate of such salary level, will receive the same amount of
increase as will be provided under title I for the per annum rate of
step 7 of salary level PFS-6.
Section 105(d) relates to the st,laries which shall be paid to postal
field service employees who are temporarily assigned, for periods of
limited duration, to perform duties and responsibilities which are not
included in the descriptions of their own positions.
Section 204(b) of the Postal Fie.-.d Service Compensation Act of 1.955
(39 U.S.C. 964(b)) provides, in effect, that when an employee is
assigned for a period of limited duration to duties and responsibilities
not included in the description of his own position such assignment
shall be without change in compensation if not more than 30 days of
work are performed in a calendar year under such an assignment.
Such subsection further provides (with one exception) that any such
employee who is assigned for mor, than 30 days in any calendar year
to perform work in a position which is a salary level higher than the
salary level of the position of suc. i employee will be paid, for time in
excess of 30 days under such assignment, basic salary computed in
accordance with section 502(a) of the act. Section 502(a) contains
provisions for certain minimum salary increases to be paid to any
employee who is prcmoted or transferred to a position in a higher
salary level. Thus, the effect of the 30-day provisions in section
204(b) is to provide for payment it the higher salary level for services
performed in excess of 30 days in it calendar year by an employee who
is assigned to perform duties of a position which is at a salary level
higher than the salary level for hi; regular position.
Under the exception, when the assignment of an employee to per-
form the duties of a higher level position is for the purpose of serving
in a relief capacity for his supervisor granted compensatory time pur-
suant to section 603, there will be no increase in pay regardless of the
number of days the employee serves in that capacity. The exception
is provided on the assumption th Lt there is little likelihood that the
extra assignment in a relief capacity will so burden the employee as
to require additional compensation. Arrangement of work ordinarily
will permit a supervisor to take his compensatory time during slack
periods. The subordinate employee relieving the supervisor will have
comparatively few additional dut es and responsibilities under these
circumstances.
The amendment made by section 105(d) of the reported bill strikes
out the 30-day limitations contained in section 204(b) of the Postal
Field Service Compensation Act of 1955 and inserts in lieu thereof 5-
day limitations. Under the coms nittee amendment, therefore, sub-
ject to the one exception pointed out above, any employee who is as-
signed for more than 5 days in an r calendar year to perform work in
a position which is in a salary level higher than the salary level of the
regular position of such employee will be paid, for time in excess of 5
days, basic salary computed in accordance with section 502 (a) of the
act-that is, the same salary to which he would have been entitled
under such section 502 (a) had he keen promoted or transferred to the
position at such higher salary level instead of having been assigned to
perform the duties of such position for a period or periods of limited
duration.
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SALARY INCREASES FOR POSTAL AND OTHER EMPLOYEES 13
Section 105(o) of title I of the committee amendment provides
that all of the provisions of such title shall have the same force and
effect within Guam as they will have within other possessions of the
United States. Such section 105(d) clarifies the intention that all
of the provisions of title I of the committee amendment shall apply
to Guam, notwithstanding the provision, contained in section 25(b)
of the Organic Act of Guam (64 Stat. 391), that-
* * * no law of the United States hereafter enacted shall
have any force or effect within Guam unless specifically
made applicable by Act of the Congress either by reference
to Guam by name or by reference to "possessions" * * *.
Section 201 provides a short title for the provisions of title II of
the proposed salary increase law-the "Federal Employees Salary
Increase Act of 1960."
Section 202 (a) provides for increases in the rates of per annum basic
compensation of officers and employees subject to the Classification
Act of 1949, as amended, by amending the compensation schedule
contained in section 603(b) of such act, as amended, to provide new
rates of per annum basic compensation. In general these new rates
represent increases in per annum basic compensation averaging 9 per-
cent, with a maximum salary limitation or ceiling of $19,000-the rate
provided by the schedule for grade GS-18. The minimum increase
will be 8350 per annum. These increases will become effective on the
first day of the first pay period which begins on or after July 1, 1960.
RULES FOR INITIAL ADJUSTMENT OF BASIC COMPENSATION INCREASES
UNDER CLASSIFICATION ACT OF 1949
Section 202(b) sets forth rules for the initial adjustment of the rates
of basic compensation of those officers and employees to whom section
202 (a) applies to the new rates of basic compensation in the schedule
amended by section 202(a).
Paragraph (1) of section 202(b) applies to each officer or employee
who is receiving basic compensation, immediately prior to the effective
date of section 202, at one of the scheduled rates or longevity rates of
a grade of the general schedule of the Classification Act of 1949, as
amended. Such officer of employee will receive a new rate of basic
compensation at the corresponding scheduled rate or longevity rate
in effect on and after such effective date of section 202.
Paragraph (2) of section 202(b) applies to each officer or employee
who is receiving basic compensation, immediately prior to the effective
date of section 202, at a rate between two scheduled rates or two lon-
gevity rates, or at a rate between a scheduled rate and a longevity
rate, of a grade of the general schedule of the Classification Act of
1949, as amended. Such officer or employee will receive a new rate
of basic compensation at the higher of the two corresponding rates in
effect on and after such effective date of section 202.
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14 SALARY INCREASES FOR POSTAL AND OTHER EMPLOYEES
Paragraph (3) of section 202(:0 applies to each officer or employee
(other than an officer or employee to whom par. (4) of sec. 202(b)
applies) who is receiving basic compensation, immediately prior to
the effective date of section 202, at a rate in excess of the maximum
longevity rate of his grade, or at s rate in excess of the maximum sched-
uled rate of his grade (if there i3 no longevity rate for his grade), of
the Classification Act of 1949, as amended. Such officer or employee
will receive a new rate of basic compensation at a rate equal to the
rate which he received immediately prior to such effective date of
section 202, increased by an am=)unt equal to the amount of the in-
crease made by section 202(a) ir. the maximum longevity rate, or in
the maximum scheduled rate, as the case may be, of his grade of the
Classification Act of 1949 as ammmded. This new rate which he will
receive will remain in effect until he leaves his position or until he
becomes entitled to receive basis; compensation at a higher rate by
reason of the operation of the Classification Act of 1949, as amended.
However, when his position becomes vacant, the rate of basic compen-
sation of any later appointee to such position will be fixed in accordance
with applicable provisions of the Classification Act of 1949, as amended.
Paragraph (4) of section 202 (b 1 applies to each officer or employee
who is receiving immediately prior to the effective date of section 202,
pursuant to paragraph (4) of sec pion 2(b) of the Federal Employees
glary Increase Act of 1955, an existing aggregate rate of compensation,
determined under section 208(b) of the act of September 1, 1954
(68 Stat. 1111; Public Law 763, 83d Cong.), plus the amount of the
increase provided by section 2 of the Federal Employees Salary In-
crease Act of 1955 and by section 2 of the Federal Employees Salary
Increase Act of 1958. Such officer or employee will receive an aggre-
gate rate of compensation equal to the sum of (1) his existing aggregate
rate of compensation determines. under the savings provisions of
section 208(b) of the act of September 1, 1954, referred to above, and
(2) the amount of the increase pr-wided by section 2 of the Federal
Employees Salary Increase Act o?' 1955, and (3) the amount of the
increase provided by section 2 of the Federal Employees Salary
Increase Act of 1958, and (4) the amount of the increase made by sec-
tion 202 of this bill in the maximum longevity rate of his grade. This
rate will remain in effect for such officer or employee until he leaves
his position or until he is entitled to receive aggregate compensation
at a higher rate by reason of the operation of titled of the bill or any
other law. However, when the position becomes vacant, the aggregate
rate of compensation of any later appointee thereto will be fixed in
accordance with applicable provisions of law. Paragraph (4) of
section 202(b) also contains a provision to the effect that, subject to
the possibility that any such officer gr employee may leave his position
or may become entitled to aggregate compensation at an even higher
rate, the amount of the increase provided by section 202 is to be held
and considered, for the savings purposes of section 208(b) of the act
of September 1, 1954, to constitute, a part of the existing aggregate
rate of compensation of the officer or employee.
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OFFICERS AND EMPLOYEES SUBJECT TO THE FOREIGN SERVICE ACT
OF 1946
Section 203 provides increases in the per annum rates of salary of
certain officers and, employees subject to the Foreign Service Act
of 1946.
Section 412 of such act (22 U.S.C. 867) has 10 classes of Foreign
Service officers, including the classes of career ambassador and of
career minister. The per annum salary of a career ambassador is
$20,000. The per annum salary of a career minister is $19,250. The
respective per annum salaries for other Foreign Service officers within
such classes are set forth in the schedule contained in such section
412. The maximum annual rate set forth in such schedule is $18,700.
This schedule has no overlapping of rates between consecutive
classes, with the exception of the lowest class which is the entrance-
probationary level. All classes have the same number of step rates
to provide equitable recognition and pay treatment for all officers in
all classes as well as appropriate recognition of seniority in class.
Section 415 of such act (22 U.S.C. 870) has 22 classes of Foreign
Service staff officers and employees. The respective per annum
salaries for officers and employees within such classes are set forth
in the schedule contained in such section 415. The maximum annual
rate set forth in such schedule is $13,160.
The schedule contained in such section 415 provides the same
structure for the Foreign Service staff corps as contained in the Foreign
Service Act of 1946 when it first became effective on November 13,
1946. The present rates in the schedule contained in such section
415, however, are the result of the several salary increases provided
by law in 1948, 1951, 1955, and 1958. Section 203 of the bill contains
increases for the Foreign Service of the United States based on the
9-percent increase proposed for the rates of the general schedule of
the Classification Act of 1949 by section 202 of the bill. Accordingly,
the two schedules set forth in sections 412 and 415 of the Foreign
Service Act of 1946 are adjusted by 9 percent. In accordance with
the needs of the Foreign Service of the United States the existing
structures of the two schedules are kept intact, except that the top
rates of the Foreign Service officer schedule have been compressed
to keep below the Assistant Secretary level. Therefore, the present
salary relationships between the general schedule of the Classification
Act of 1949 and these two schedules contained in sections 412 and 415
of the Foreign Service Act of 1946 are also maintained.
It may be noted that section 203(d) contains a provision for the
initial adjustment of the compensation of Foreign Service officers,
Reserve officers, and Foreign Service staff officers and employees who
are entitled to receive basic compensation immediately prior to the
effective date of section 203 at one of the step rates provided by section
412 or 415 of the Foreign Service Act of 1946. These officers and
employees will receive basic compensation on or after the effective
date of section 203 at the corresponding step rate as provided by such
section 412 or section 415 as amended by section 203.
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OFFICERS AND EMPLOYEES IN 7 HE DEPARTMENT OF MEDICINE AND
SURGERY IN THE VET'ERANS' ADMINISTRATION
Section 204 provides 9 percent increases in certain per annum. rates
of salary for officers and employees in the Department of Medicine
and Surgery in the Veterans' Administration set forth in chapter 73
of title 38 of the United States Code.
Section 204(a) amends section 4103(b) of such chapter so as to
increase the annual salary of the Chief Medical Director of the De-
partment of Medicine and Surge:-y from $19,580 to $21,345.
Section 204(b) amends sectio. 4103(c) of such chapter so as to
increase the annual salary of the Deputy Chief Medical Director of
the Department of Medicine and Surgery from $18,480 to $20,145.
Section 204(c) amends section 4103(d) of such chapter in two
respects:
First, the annual salary of each Assistant Chief Medical
Director of the Department of Medicine and Surgery is in-
creased from $17,380 to $18,945.
Second, the minimum and maximum annual salary limitations
for the positions of director; of service or chiefs of division are
increased from the existing limitations of $14,545 minimum to
$16,500 maximum to the new limitations of $15,855 minimum to
$17,985 maximum. The increases in such limitations do not
constitute automatic increae es in the rates of salary within the
pay ranges established by such limitations but will permit the
appropriate adjustment of Such rates of salary in accordance
with the new limitations by the exercise of administrative au-
thority.
Section 204(d) amends section 4103(e) of such chapter by increasing
the minimum and maximum anm.al salary limitations for the Director
of Nursing Service and the Deputy Director of Nursing Service. The
limitations for the Director of Ni.rsing Service are increased from the
existing limitations of $12,770 minimum to $13,970 maximum to the
new limitations of $13,920 minimum to $15,230 maximum. The
limitations for the Deputy Director of Nursing -Service are increased
from the existing limitations of $11,355 minimum to $12,555 maxi-
mum to the new limitations of $12,380 minimum to $13,685 maximum.
The increases in such limitations c:o not constitute automatic increases
in the rates of salary within the pay ranges established by such limi-
tations but will permit the appropriate adjustment of such rates of
salary in accordance with the new limitations by the exercise of ap-
propriate authority.
Section 204(e) amends section 1103(f) of such chapter by increasing
the minimum and maximum a: i.nual salary limitations for Chief
Pharmacist, Chief Dietitian, Chef Physical Therapist, and Chief
Occupational Therapist in the DE partment of Medicine and Surgery.
The existing limitations of $12,770 minimum to $13,970 maximum
for the Chief Pharmacist and the Chief Dietitian are increased to the
new limitations of $13,920 min mum to $15,230 maximum. The
existing limitations of $11,355 mi::iimum to $12,555 maximum for the
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Chief Physical Therapist and the Chief Occupational Therapist are
increased to the new limitations of $12,380 minimum to $13,685
maximum. The increases in such limitations do not constitute
automatic increases in the rates of salary within the pay ranges
established by such limitations but will permit the appropriate
adjustment of such rates of salary in accordance with the new limita-
tions by the exercise of appropriate authority.
Section 204(f) amends section 4107 of such chapter to increase the
minimum and maximum annual salary limitations for employees of
the Medical Service, Dental Service, and Nursing Service of the
Department of Medicine and Surgery. These increases in minimum
and maximum annual salary limitations do not constitute automatic
increases in the rates of salary within the new pay ranges established
by such limitations. However, such increases in annual salary limi-
tations will permit the appropriate adjustment of the rates of salary
within the now pay ranges by the exercise of administrative authority.
Section 204(g) amends section 4108(d) of such chapter which now
prescribes an allowance of 15 percent of basic pay, in addition to the
regular basic pay, for persons rated as medical, surgical, or dental
specialists, and also establishes $16,000 as the maximum annual
amount of pay plus such allowance which any such specialist may be
granted. The amendment made by section 204(g), in conformity
with the salary increase provisions of section 204 generally, increases
the authorized maximum annual amount of pay plus such allowance
from $16,000 to $17,440.
AGRICULTURAL STABILIZATION AND CONSERVATION COUNTY
COMMITTEE EMPLOYEES
Section 205(a) provides for increases in the rates of per annum
compensation of persons employed by the county committees estab-
lished pursuant to section 8(b) of the Soil Conservation and Domestic
Allotment Act (16 U.S.C. 590h(b)). These increases will be in
amounts equal, so far as is practicable, to the increases provided for
corresponding rates of compensation applicable to other classes of
employees covered by the committee amendment. In general, the
increases will average 9 percent of existing rates of compensation of
the county committee employees concerned.
The individuals whose rates of compensation will be increased by
section 205(a) are engaged in the performance of Federal functions
under the jurisdiction of the U.S. Department of Agriculture in
carrying out programs authorized by the Soil Conservation and
Domestic Allotment Act. Their existing rates of compensation are
established administratively, subject to approval by officials of the
Department of Agriculture, in a salary schedule which is patterned
in general along the lines of the general schedule of the Classification
Act of 1949, as amended, except that the salary schedule for such
employees consists of only 10 grades. The existing rates of compen-
sation are printed in roman, and the increased rates provided for by
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section 205(a) of the committee amendment are printed in italic, in
the following schedule :
Salary schedule for A~:C county office employees
COandOOF
Per annum step rates
Longevity
grade
1
2
3
4
6
6
7
x
y
z
Present rate 10-----
$7, 000
$7,150
$7,300
$7,430
$7, 600
$7,750
$7,900
$8, 050
$8, 200
$8,350
Proposed rate 10 ---
7,630
7,794
7.957
8,131
8,284
8,448
8,611
8,775
8,988
9,102
Present rate 9 ------
6,000
6,150
6,300
6, 4 50
6,600
6,750
6,900
7,050
7,200
7,350
Proposed. rate 9 _ _ _ _
6,540
6,704
6,867
7,031
7,194
7,858
7,521
7,685
7,848
8,012
Present rate 8 ------
5,000
5, 150
5,300
5,450
5,600
5,750
5,900
6,050
6,200
6,350
Proposed rate 8 _ - _ _
5,460
5,614
5,777
5, 9y1
6,104
6,268
6,451
6,695
6,758
6,922
Present rate 7------
4,100
4,250
4,400
4,650
4,700
4,850
5,000
5,150
5,300
5,450
Proposed. rate 7_ - - -
4, 469
4, 633
4,796
If, 910
5,123
5,287
5,450
6,614
5,777
6,941
Present rate 6------
3,810
3,920
4,030
4,110
4,250
4,360
4,470
4,580
4,690
4,800
Proposed rate 6 _ _ _ _
4,153
4,273
4,393
4, 6 (3
4,633
4, 752
4,872
4,992
5,112
5,282
Present rate 5 ------
3, 560
3, 670
3, 780
3,8)0
4,000
4,110
4,220
4, 330
4,440
4,550
Proposed rate 5 _ _ _ _
3,880
4,000
4,120
4,2 f0
4,360
4,480
4,600
4, 730
4,840
4,960
Present rate 4 ------
3,310
3,420
3,530
3, 6 60
3,750
3,860
3,970
4,080
4,190
4,300
Proposed rate 4 _ _ _ -
3,608
3,728
3,848
8, 9,18
4,087
4, 307
4,327
4, 447
4, 567
4, 687
Present rate 3------
3,060
3,155
3,250
3, 3 65
3,440
3,535
3,630
3,725
3,820
3,915
Proposed rate 3
8,335
3, 4,49
3,542
?!3, 6t6
3,750
8,863
3,957
4,08 0
4,164
4,267
Present rate 2 ------
2,810
2,905
3,000
3,0)5
3,190
3,285
3,380
3,475
3,670
3,665
Proposed rate 2 _ _ _ _
8,063
3,166
3,270
3, 3'4
3, 477
3,681
3,684
3,788
3,891
8,995
Present rate l------
2,560
2,655
2,750
2,865
2,940
3,035
3,130
3,225
3,320
3,415
Proposed rate 1 _ _ _ _
2, 790
2,894
2,997
3,101
3,205
3,308
3,412
3,515
3,619
8,722
It is to be observed that the salary increases provided for by section
205 (a) are mandatory and will become effective on the first day of the
first pay period of the employees concerned which begins on or after
July 1, 1960-as is the case with respect to the salary increases pro-
vided for other classes of employees under the committee amendment.
Section _205(b) (1) extends the coverage of the Civil Service Retire-
ment Act, as amended (5 U.S.C. 2252), to persons employed by the
county committees established p irsuant to section 8(b) of the Soil
Conservation and Domestic Alloi ment Act-that is, the persons for
whom salary increases are provide) by section 205(a) of the committee
amendment. This extension of overage of the Civil Service Retire-
ment .Act is subject to three specific requirements.
Under the first such requiromE nt, the Secretary of Agriculture is
directed to prescribe and issue appropriate regulations to provide a
means of effecting the applicatior. and operation of the Civil Service
Retirement Act with respect to tie persons brought within coverage
of such act by the committee am? ndment.
Under the second requirement, the U.S. Civil Service Commission
is directed to accept the certificati mn of the Secretary of Agriculture or
his designee with respect to servic,~ rendered by the county committee
employees, prior to the effective late of the committee amendment,
which is creditable for purposes of the Civil Service Retirement Act.
Under the third such requiren.ent, service rendered by any such
county committee employee before the effective date of the committee
amendment may be included in computing total creditable service for
purposes of the Civil Service Retirement Act only if (1) the employee
has to his credit at least 5 years of allowable service under such act
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(including service allowable under the committee amendment) and
(2) within 2 years after the effective date of the committee amendment
the employee deposits in the civil service retirement and disability
fund, with interest, a sum equal to the total of the amounts which
would have been deducted from his salary, during the period of serv-
ice for which civil service retirement credit is claimed, had he been
subject to the Civil Service Retirement Act during such period. In-
terest on such deposits shall be computed at the rates of 4 percent per
annum to December 31, 1947, and 3 percent per annum thereafter,
compounded on December 31 of each year.
Section 205(b)(2) provides that civil service retirement annuity
benefits provided for by section 205(b) of the committee amendment
shall be paid from the civil service retirement and disability fund
notwithstanding any other provision of law. This specific authoriza-
tion is necessary to carry out the intent of section 205(b) that the
annuity benefits granted thereby shall be paid from the fund without
regard to any existing law which requires, as a condition precedent to
the payment of any benefits from the fund, an appropriation to re-
imburse the fund for the cost of such benefits.
Section 205(c) extends the coverage of the Federal Employees'
Group Life Insurance Act of 1954, as amended (5 U.S.C. 2091), to
persons employed by the county committees established pursuant to
section 8(b) of the Soil Conservation and Domestic Allotment Act-
that is, the persons for whom salary increases and retirement benefits
are provided by subsections (a) and (b) of section 205 of the committee
amendment. This extension of coverage-provided by an amendment
which adds a new subsection (d) at the end of section 2 of the Federal
Employees Group Life Insurance Act of 1954, as amended-is author-
ized under such conditions of eligibility as the U.S. Civil Service
Commission by regulation may prescribe, and the Secretary of
Agriculture is required to prescribe and issue appropriate regulations
to provide a means of effecting the application and operation of the
new subsection (d) of section 2 of the Federal Employees' Group Life
Insurance Act of 1954 with respect to such persons.
Section 205(d) extends the coverage of the Federal Employees
Health Benefits Act of 1959 (5 U.S.C. 3002), to persons employed by
the county committees established pursuant to section 8(b) of the Soil
Conservation and Domestic Allotment Act-that is, the persons for
whom salary increases and retirement and life insurance coverage
are provided by subsections (a), (b), and (c) of section 205 of the com-
mittee amendment. This extension of coverage-provided by an
amendment which adds a new subsection (f) at the end of section 3
of the Federal Employees Health Benefits Act of 1959-is authorized
under such conditions of eligibility as the U.S. Civil Service Commis-
sion by regulation may prescribe, and the Secretary of Agriculture
is required to prescribe and issue appropriate regulations to provide a
means of effecting the application and operation of the new subsection
(f) of section 3 of the Federal Employees Health Benefits Act of 1959
with respect to such persons.
The salary increases and the extension of the civil service retirement,
Federal employees' group life insurance, and Federal employees
health benefit programs, provided for by section 205 of the committee
amendment, will become effective on the first day of the first pay
period of the employees concerned which begins on or after July 1,
1960.
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OFFICERS AND EMPLOYEES IN THE JUDICIAL BRANCH OF THE
GOVEI;NMENT
Section 206 of the bill provides for increases in the rates of basic
compensation of certain officers ar. d employees in the judicial branch
of the Government in amounts which are equal to the increases pro-
vided for by section 202 of the bid increasing rates of compensation
for officers and employees subject ,o the Classification Act of 1949.
Section 206(a) of the bill extends these increases to the following
officers and employees in the judicial branch:
(1) Clerical, stenographic, and other assistants of the referees
in bankruptcy whose respective rates of compensation are fixed
by the Director of the Administrative Office of the U.S. Courts
under paragraph (2) of sub&Tision a of section 62 of the Bank-
ruptcy Act (11 U.S.C. 102(a)(2));
(2) Probation officers and clerical help whose salaries are fixed
by the Director of the Administrative Office of the U.S. Courts
under section 3656 of title 18 of the United States Code;
(3) Employees of the Admiaistrative Office of the U.S. Courts
whose respective rates of compensation are fixed in accordance
with the Classification Act of 1949 by the Director of such Office
under the third sentence of section 603 of title 28 of the United
States Code;
(4) Clerks of court, deputies;, librarians, criers, messengers, law
clerks, secretaries, stenograpF ers, clerical assistants, and other
employees of the courts whos respective rates of compensation
are fixed by the Director of the Administrative Office of the U.S.
Courts, under the supervision and direction of the Judicial Con-
ference of the United States, under authority of section 604(a) (5)
of title 28 of the United State; Code;
(5) The Marshal of the Su.)reme Court of the United States
whose compensation is fixed b such Court under section 672 of
title 28 of the United States Lode and necessary assistants and
other employees to attend such Court whose respective rates of
compensation are fixed by the Marshal under such section;
(6) The Reporter of the Supreme Court of the United States
whose compensation is fixed by such Court under section 673 of
title 28 of the United States Code and professional and clerical
assistants and other employeeswhose respective rates of compen-
sation are fixed by such Reporter, with the approval of such Court
or the Chief Justice of the Lnited States, under such section;
(7) The librarian of the Supreme Court of the United States
whose salary is fixed by such Court under section 674 of title 28
of the United States Code and assistants to the librarian whose
respective rates of compensation arefixed by such librarian, with
the approval of the Chief Justive of the United States, under such
section;
(8) Law clerks and secretaries; to the Chief Justice and Associate
Justices of the Supreme Court -)f the United States whose respec-
tive salaries are fixed by such Court under section 675 of title 28
of this United States Code.
(9) The Deputy Director of the Administrative Office of the
U.S. Courts whose annual rate of compensation is prescribed by
section 107(a)(6) of the act of July 31, 1956, as amended (5
U.S.C. 2206(a) (6)).
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Section 206(b) provides comparable increases in the compensation
of secretaries and law clerks of Federal circuit and district judges.
The general salary structure for these secretaries and law clerks is
provided for in the annual appropriation acts for the judicial branch
for each fiscal year.
For example, the pertinent provision of the Judiciary Appropriation
Act, 1960 (title III of the Departments of State and Justice, the
Judiciary, and Related Agencies Appropriation Act, 1960; 73 Stat.
192; Public Law 86--84), is as follows:
For salaries of all officials and employees of the Federal
Judiciary, not otherwise specifically provided for, $21,426,000:
Provided, That the compensation of secretaries and law
clerks of circuit and district judges shall be fixed by the
Director of the Administrative Office of the United States
Courts without regard to the Classification Act of 1949,
as amended, except that the salary of a secretary shall
conform with that of the General Schedule grades (GS) 5, 6,
7, 8, 9, or 10, as the appointing judge shall determine,
and the salary of a law clerk shall conform with that of
the General Schedule grades (GS) 7, 8, 9, 10, 11, or 12,
as the appointing judge shall determine, subject to review
by the Judicial Conference of the United States if requested
by the Director, such determination by the judge otherwise
to be final: Provided further, That (exclusive of step in-
creases corresponding with those provided for by title VII
of the Classification Act of 1949, as amended, and of com-
pensation paid for temporary assistance needed because
of an emergency) the aggregate salaries paid to secretaries
and law clerks appointed by one judge shall not exceed
$14,835 per annum, except in the case of the chief judge
of each circuit and the chief judge of each district court
having five or more district judges, in which case the aggre-
gate salaries shall not exceed $19,815 per annum.
Under this provision, the compensation of such secretaries and law
clerks of Federal circuit and district judges is fixed by the Director of
the Administrative Office of the U.S. Courts without regard to the
Classification Act of 1949, as amended, except that-
(1) the salary of a secretary shall conform with that of grade
GS-5, GS-6, GS-7, GS-8, GS-9, or GS-10 of the general schedule
of such act, as the appointing judge shall determine; and
(2) the salary of a law clerk shall conform with that of grade
GS-7, GS-8, GS-9, GS-10, GS-11, or GS-12 of such schedule,
as the appointing judge shall determine.
These determinations of the appointing judge are subject to review
by the Judicial Conference of the United States if requested by the
Director of the Administrative Office of the U.S. Courts. Otherwise,
these determinations are final.
This provision also contains language to the effect that, with the
exception of certain step increases and compensation for temporary
assistance in emergencies, (1) the aggregate salaries paid to secretaries
and law clerks appointed by one judge shall not exceed $14,835 per
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annum and (2) in the case of the chief judge of each circuit and the
chief judge of each district court having five or more district judges,
the aggregate salaries paid to uecretaries and law clerks shall not
exceed $19,815 per annum.
Section 206(b) has the effect of increasing the above-mentioned
limitations of $14,835 and $19,815, in the applicable provision of that
appropriation act for the judicial branch which is in effect on the
effective date of section 206, b:T the amounts necessary to pay to
secretaries and law clerks of Federal circuit and district judges the
comparable additional basic compensation provided by title II of the
bill.
Section 206(c) increases the maximum limitation on the annual
salaries of court reporters of the district courts of the United States,
the U.S. District Court for the District of the Canal Zone, the District
Court of Guam, and the District Court of the Virgin Islands. This
limitation is increased from $7Mi5 to $7;735. Such increase in maxi-
mum annual salary limitation will enable the Judicial Conference of
the United States in its discretion to grant appropriate increases in
the rates of annual salaries of such court reporters.
OFFICERS AND EMPLOYEES IN THE LEGISLATIVE BRANCH OF THE
GOVERNMENT
Section 207 of the reported bill provides for increases of 9 percent
in the rates of annual compensation of certain officers and employees
in or under the legislative branch of the Government.
Section 207(a) provides for such 9-percent increases in the compen-
sation of legislative officers and employees whose rates of compensa-
tion are increased by section 5 of the Federal Employees Pay Act of
1946. This includes each officer or employee whose aggregate rate of
compensation comprises a rate o' basic compensation fixed in accord-
ance with law or resolution plus additional compensation provided
by the several salary increase acts or resolutions enacted or adopted
during or since 1946.
Section 207(b), which relates solely to employees in the offices of
Senators, provides that the basi. compensation of each employee in
the office of a Senator shall be adjusted, effective on the 1st day of
July 1960, to the lowest multiple of $60 which will provide a gross
rate of compensation which is n )t less than the gross rate such em-
ployee was receiving immediatel3 prior to such date. This provision,
however, will not apply to any such employee if, on or before the 15th
day following the date of enactment of the bill, the Senator by whom
such employee is employed notifies the disbursing office of the Senate
in writing that he does not wish this provision to apply to such em-
ployee. Section 207(b) further provides that in any case in which,
at the expiration of the time wit:im which a Senator may give notice
under section 207(b), such Senator is deceased, then such notice shall
be considered to have been given.
Section 207 (c) increases by 9 1 ercent the aggregate or gross annual
rates of compensation of the following officers and employees of the
Senate:
(1) each of the elected officers of the Senate (except the
Presiding Officer of the Senate);
(2) the Parliamentarian of the Senate;
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RAE
(3) the Legislative Counsel of the Senate;
(4) the respective senior counsel in the Office of the Legislative
Counsel of the Senate; and
(5) the Chief Clerk of the Senate.
The respective increases in, compensation provided by section 207(c)
will be effected without regard to any limitations on basic or gross
per annum compensation of officers and employees of the Senate
contained in the paragraph under the heading "Senate" in the Legis-
lative Appropriation Act, 1956 (69 Stat. 510; Public Law 242, 84th
Cong.).
Section 207(d) amends the provision contained in the Legislative
Appropriation Act, 1956, referred to immediately above, which now
provides that no officer or employee whose compensation is disbursed
by the Secretary of the Senate shall be paid basic compensaiton at a
rate in excess of $8,880 per annum or gross compensation at a rate in
excess of $16,300 per annum, unless otherwise expressly authorized
by law. The amendment made by section 207 (d) changes the limita-
tion on gross compensation from $16,300 to $17,900. The amend-
ment also adds language which makes this limitation inapplicable to
certain employees in Senators' offices and on Senate committee staffs
with respect to whom other limitations are imposed by subsections
(g) and (h) of section 2,97 of the bill.
Section 207(e) makes section 207(a), which provides increases in
compensation for legislative officers and employees generally, in-
applicable with respect to Senate folding room employees; that is,
those employees whose compensation is paid from the appropriation
contained m the paragraph designated "Folding documents" under
the heading "Contingent expenses of the Senate" in the Legislative
Branch Appropriation Act 1960 (73 Stat. 401; Public Law 86-176),
or any subsequent appropriation act.
Section 207(c) also increases the maximum. limitation on the com-
pensation of such employees, which is contained in the provision of
law referred to immediately above, by that amount (that is, 9 percent
in the case of this bill as reported by the House committee) which is
necessary to provide such employees with increases corresponding to
the increases provided by section 207(a). Such increase in limitation
will not result in automatic salary increases for the employees con-
cerned but will permit the administrative adjustment of the com-
pensation of such employees subject to the limitation as so increased.
Section 207 (f) provides that the official reporters of proceedings and
debates of the Senate and their employees shall be considered to be
officers or employees in or under the legislative branch of the Govern-
ment within the meaning of section 207 (a). Section 207 (f) brings such
reporters and employees within the classes of individuals who will
receive increases in compensation under section 207(a).
Section 207 O amends a provision of the Legislative Appropriation
Act, 1956 (69 Stat. 505; Public Law 242, 84th Cong.), relating to the
compensation of employees of committees of the Senate. Such pro-
vision now authorizes the basic compensation of employees of each
committee of the Senate, whose basic compensation may be fixed under
certain provisions of law at the rate of $8,000 per annum, to be fixed
at any rate not in excess of $8,040 per annum, except that the basic
compensation of one such employee of each committee may be fixed
at any rate not in excess of $8,880 per annum and the basic compensa-
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tion of two such employees of each i such committee may be fixed at any
rate not in excess of $8,460 per annum. This provision is applicable
with respect to each standing or select committee of the Senate (in-
cluding the majority and minority policy committees and the majority
conference of the Senate and the minority conference of the Senate)
and each joint committee of the two Houses of Congress the expenses
of which are paid from the contingent fund of the Senate. An em-
ployee of a subcommittee is considered to be an employee of the full }
committee for purposes of this prevision.
Section 207(g) amends this provision so as to provide that (1) in
lieu of the limitation of $8,040, tie basic compensation of such com-
mittee employees who heretofore have been subject to that limitation
may be fixed at any rate (A) which is a multiple of $60 and (B) which
will produce gross compensation basic compensation plus additional
compensation authorized by law) not exceeding the maximum rate of
grade 16 of the general schedule (f the Classification Act of 1949, (2)
in lieu of the $8,460 limitation, he basic compensation of the two
employees of each such committe,. who heretofore have been subject
to that limitation may be fixed n t any rate (A) which is a multiple
of $60 and (B) which will produce gross compensation (as described
above) not exceeding the maximum rate of grade 17 of such schedule,
and (3) in lieu of the $8,880 limitation, the basic compensation of the
one employee of each such commit tee who heretofore has been subject
to that limitation may be fixed at any rate (A) which is a multiple of
$60 and (B) which will produce _gross compensation (as described
above) not exceeding the maximum rate (grade 18) of such schedule.
Section 207(h)(1) amends a provision of law which appears in the
Legislative Branch Appropriation Act, 1947, as amended (2 U.S.C.
60f), relating to the rates of basic compensation of employees in
Senators' offices. Under this prevision, the basic compensation of
these employees may not be fixed at rates exceeding $5,100 per
annum, except that the basic compensation of one employee in each
Senator's office may be paid at th~ rate of $8,040 per annum, one at
$8,460 per annum, and one at $8,880 per annum.
Section 207(h) (1) amends this piovision so as to provide limitations
corresponding to those described above with respect to Senate com-
mittee employees. Thus the employee who heretofore has been
subject to the $8,040 limitation may be paid basic compensation at
any rate which is a multiple of 1>60 and which will produce gross
compensation not exceeding the maximum rate of grade 16 of the
general schedule of the Classification Act of 1949; the employee
heretofore subject to the $8,460 limitation may be paid basic com-
pensation at any rate which is a mutiple of $60 and which will produce
gross compensation not exceeding the maximum rate of grade 17 of
such schedule; and the employee heretofore subject to the $8,880
limitation may be paid basic compensation at any rate which is a
multiple of $60 and which will produce gross compensation not
exceeding the maximum rate (grad; 18) of such schedule.
Section 207(h) (2) increases basic clerk hire allowances of Senators
by the amounts necessary to enablf: each Senator, if he so chooses, to
make the increases in basic compensation which would be made
possible by the amendments described in the foregoing paragraph.
Section 207(i) establishes new rates of total per annum compensa-
tion for the respective administrative assistants to the Speaker,
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majority leader, minority leader, majority whip, and minority whip,
and for the administrative assistant to any Member of the House
who has served as Speaker of the House. It is required that each
of these total per annum compensation rates be equal to the maximum
rate provided by the general schedule of the Classification Act of 1949,
as in effect from time to time. At present, the per annum rate of
basic compensation of each of these administrative assistants (except
the administrative assistant to any House Member who has served
as Speaker) is $8,880 under authority of section 4(n) of the Federal
Employees Salary Increase Act of 1958 (72 Stat. 209; Public Law
85-462; 2 U.S.C. 74a, note). The existing per annum rate of basic
compensation of the administrative assistant to a Member of the
House who has served as Speaker of the House is fixed by House
Resolution 89, 86th Congress, and section 103 of the Legislative
Branch Appropriation Act, 1960 (73 Stat. 412; Public Law 86-176)
at $8,880. Section 207(i) provides for a new total per annum rate
of compensation for each of these administrative assistants by increas-
ing his basic per annum rate to an amount which, together with the
additional per annum compensation which he is granted by law, is
equal to the maximum rate provided by the general schedule of the
Classification Act of 1949, as amended. If, in the future, a change
occurs in such maximum rate of the Classification Act of 1949, as
amended, the compensation of these administrative assistants will
change accordingly so that the total per annum compensation of such
administrative assistants will be equal at all times to such maximum
rate.
Sections 207(j) and 207(k) provide for adjustments in the respective
amounts of per annum basic compensation which may be prescribed
for and paid to the respective professional and clerical staff members
of the standing committees of the House of Representatives.
Section 207(j) amends and modifies section 202(e) of the Legislative
Reorganization Act of 1946 (2 U.S.C. 72a(e)), as amended by section
4(o) of the Federal Employees Salary Increase Act of 1958 (72 Stat.
209; Public Law 85-462). Such section 202(o), as so amended by such
section 4(o), now contains the maximum per annum basic compensa-
tion rates for professional and clerical staff members of the standing
committees of the House. The amount of such maximum basic rates
is now $8,880. Section 207(j) increases such maximum basic rates to
the highest amount which, together with additional compensation
authorized by law, will not exceed the maximum rate authorized by
the Classification Act of 1949, as in effect from time to time. This
maximum rate is the highest rate of the general schedule of such act.
In effect, the amendments contained in section 207(j) propose a new
maximum annual salary limitation or ceiling for House standing com-
mittee professional and clerical staff members by permitting the estab-
lishment by appropriate authority of a total annual rate of compensa-
tion which is not in excess of the highest rate of the general schedule
of the Classification Act of 1949, as amended. If, in the future, a
change occurs in such maximum rate of the Classification Act of 1949,
as amended, the maximum annual salary limitation or ceiling for pro-
fessional and clerical staff members of the standing committees of
the House will change accordingly so that such salary limitation or
ceiling will be fixed at all times at such maximum rate.
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It should be noted that section 202 (e) of the Legislative Reorganiza-
tion Act of 1946, as amended by section 4(o) of the Federal Employees
Salary Increase Act of 1958, and f,s proposed to be further amended
by section 207(j) of this bill, applies only with respect to professional
and clerical staff members of the standing committees of the House of
Representatives. The provisions of law which apply with respect to
the standing committee staff meml ers of the Senate are the provisions
of section 202(e) of the Legislative Reorganization Act of 1946, as in
effect immediately prior to the amendment of such section 202(e) by
section 12 of the Legislative Appropriation Act, 1956, and as modified
by the provisions of the last paragraph under the heading "Senate"
and the subheading "Contingent Expenses of the Senate" contained
in the Legislative Appropriation Act, 1956, as amended by section
4(h) of the Federal Employees Salary Increase Act of 1958 (72 Stat.
208; Public Law 85-462; 2 U.S.C. 72a, note), and as proposed to be
further amended by section 207(g) Af this bill. Neither section 207(j)
nor any other provision of section 207 changes or otherwise affects
this divided application of section 2.02(e) of the Legislative Reorgani-
zation Act of 1946 with respect to the House and the Senate. In this
connection reference is made to the discussion with respect to the
application of section 202(e) of the Legislative Reorganization Act of
1946, in connection with section 4(o) of the Federal Employees Salary
Increase Act of 1958, contained on page 14 of House Report No. 1660,
85th Congress.
Section 207(k) amends clause 28(c) (formerly clause 27(c)) of rule
XI of the Rules of the House of Representatives which contains pro-
visions to the same effect as section 202(e) of the Legislative Reorgani-
zation Act of 1946 with respect to the maximum per annum basic
compensation which may be paid to staff members of House standing
committees. The amendments made by section 207(k) to the Rules of
the House increases the maximum per annum basic compensation
limitation to the highest amount which, together with additional
compensation authorized by law, will not exceed the maximum rate
authorized by the Classification Act of 1949, as amended. These
amendments are consistent with the amendments proposed by section
207(j) of the bill to section 202(e) of the Legislative Reorganization
Act of 1946.
However, in order to make it clef r that the constitutional rights and
prerogatives of the House of Repn sentatives are not affected in any
way, section 207(k) also provides, that the amendments to clause
28 (c) (:formerly clause -27 (c)) of rule XI of the House rules are made
as an exercise of the rulemaking lower of the House of Representa-
tives with full recognition of the c-institutional right of the House of
Representatives to change the rut; so amended, at any time, in the
same manner, and to the same extent as in the case of any other rule
of the House of Representatives.
Section 207(1) is a general provision which extends the 9-percent
increase in total annual compensation to certain other officers and
employees of the House of Representatives not covered by any other
salary increase provision of section 207.
Section 207(1) provides that each officer or employee of the House of
Representatives, whose compensation is disbursed by the Clerk of the
House of Representatives and is not increased automatically, or is
not permitted to be increased admiiistratively, by any other provision
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of section 207, shall receive additional compensation at the rate of G9
percent of his total per annum compensation in effect immediately
prior to the effective date of section 207. Section 207(1) has no appli-
cation with respect to the Senate.
Section 207(1) provides increases of 9 percent in the total per annum
compensation of the following officers and employees of the House of
Representatives:
(1) the Parliamentarian of the House of Representatives,
whose total rate of per annum compensation is now prescribed
by House Resolution 339, 84th Congress, and section 103 of the
Legislative Branch Appropriation Act, 1957 (70 Stat. 370;
Public Law 624, 84th Cong.);
(2) the Assistant Parliamentarian No. 1 of the House of Repre-
sentatives, whose total rate of per annum compensation is now
prescribed by the authority of law set forth above with respect
to the House Parliamentarian;
(3) the following elected officers of the House of Representa-
tives, whose total rates of per annum compensation are now pre-
scribed by House Resolution 486, 84th Congress, section 103 of
the Legislative Branch Appropriation Act, 1957 (70 Stat. 370
Public Law 624, 84th Cong.), and section 4(k) of the Federal
Employees Salary Increase Act of 1958 (72 Stat. 209; Public
Law 85-462) : the Clerk of the House, the Sergeant at Arms of the
House, the Doorkeeper of the House, and the Postmaster of the
House ;
(4) the Chief of Staff of the Joint Committee on Internal
Revenue Taxation, whose total per annum compensation is now
fixed under section 107(a)(10) of the Federal Executive Pay Act
of 1956 (5 U.S.C. 2206(a)(10)) and section 4(r) of the Federal
Employees Salary Increase Act of 1958 (72 Stat. 209; Public Law
85-462);
(5) the Legislative Counsel of the House of Representatives,
whose total per annum compensation is now fixed in accordance
with a provision relating to the Legislative Counsel of the Senate
in the Legislative Branch Appropriation Act, 1958 (71 Stat. 251;
Public Law 85-75), as modified by sections 4(c) and 4(m) of the
Federal Employees Salary Increase Act of 1958 (72 Stat. 208 and
209; Public Law 85-462);
(6) the Coordinator of Information of the House of Represent-
atives, whose total per annum compensation is now fixed under
House Resolution 183, 80th Congress, section 105 of the Legisla-
tive Branch Appropriation Act, 1948 (61 Stat. 377; Public Law
197, 80th Cong.), section 2(e) of the act of October 24, 1951 (65
Stat. 612; Public Law 201, 82d Cong.), section 4(c) of the Federal
Employees Salary Increase Act of 1955 (69 Stat. 176; Public
Law 94, 84th Cong.), and section 4(1) of the Federal Employees
Salary Increase Act of 1958 (72 Stat. 209; Public Law 85-462);
(7) two printing clerks, one for the majority caucus room and
one for the minority caucus room, whose total per annum com-
pensation is now provided for in the annual appropriation act for
the legislative branch, the latest such provision being the para-
graph under the heading "House of Representatives" and the
subheading "Special and Minority Employees" in the Legislative
Branch Appropriation Act, 1960 (73 Stat. 403; Public Law
86-176);
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(8) four minority employee,, of the House in positions referred
to in House Resolution 486, 84th Congress, whose total per
annum compensation is now fixed under such resolution and sec-
tion 103 of the Legislative Branch Appropriation Act, 1957 (70
Stet. 370; Public Law 624, 84th Cong.), and section 4(r) of the
Federal Employees Salary Increase Act of 1958 (72 Stat. 209;
Public Law 85-462).
The above list of officers and employees who are grantedincreases
in compensation by section 207(1) s not necessarily all-inclusive.
It may be noted, in connection with House officers and employees
in the categories covered by section 207(1), that three employees in
similar categories are granted increases in per annum compensation
under section 207(a) rather than 207(l). These employees are as
follows:
(1) the Chaplain of the House of Representatives, whose
present rate of total per annum compensation consists of a per
annum basic rate prescribed by section 6 of the Legislative
Appropriation Act, 1956 (69 Stat. 508; Public Law 242, 84th
Cong.), and additional componsation provided by the various
pay increase laws covering legislative branch employees generally;
(2) the Assistant Parliamentarian No. 2 of the House of
Representatives, whose present rate of total per annum compen-
sation consists of a per annr m basic rate provided by House
Resolution 277, 82d Congress, and section 277 of the Legislative
Branch Appropriation Act, 1953 (66 Stat. 478; Public Law 471
82d Cong.), and additional conpensation provided by the various'
pay increase laws covering legislative branch employees generally
(excluding the Federal Employees Salary Increase Act of 1958);
and
(3) the clerk to the House; Parliamentarian, whose present
rate of total per annum compensation consists of a per annum
basic rate fixed under House f resolution 486, 85th Congress, and
section 103 of the Legislative Branch Appropriation Act, 1959
(72 Stat. 453; Public Law 85-570), and additional compensation
provided by the various pay increase laws covering legislative
branch employees generally (excluding the Federal Employees
Salary Increase Act of 1958).
Section 207(m) increases by 9 percent the maximum limitations on
the compensation of House folding room employees. The annual
appropriation acts for the legislativ ; branch, in making appropriations
for each fiscal year for folding speeches and pamphlets for the House
of Representatives, have provided two kinds of limitations with respect
to the payment of compensation :'or such folding activities. These
limitations are on the gross rate payable per thousand of matter folded
for the House and on the gross rate payable per hour to each person
engaged in such folding activities f )r the House.
For example, the pertinent provision of the Legislative Branch
Appropriation Act, 1960 (73 Stat. 405; Public Law 86-176), which
covers the fiscal year ending June 30, 1960, is as follows with respect
to the House:
For folding speeches and pamphlets, at a gross rate not
exceeding $2.36 per thousand )r for the employment of per-
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sonnel at a gross rate not exceeding $1.77 per hour per person,
$220,000.
Section 207 (m) increases by 9 percent the limitations on gross rate
per thousand and gross rate per hour per person contained in appli-
cable law on the effective date of section 207 which governs the folding
of speeches and pamphlets for the House of Representatives. In
effect, section 207(m) increases existing limitations in applicable law
(similar to that set forth above) with respect to the compensation of
House folding room employees. The increases in such limitations
do not constitute automatic increases in the respective rates of com-
pensation of House folding room employees but such increases will
permit the appropriate adjustment of such rates in accordance with the
new limitations by the exercise of administrative authority.
Section 207(m) further provides that the amount of the increase in
each of the two limitations shall be computed to the nearest cent,
counting one-half cent and over as a whole cent. For example, 9
percent of the existing gross rate limitation of $1.77 per hour per per-
son is 15.93 cents. Under the foregoing computation requirement,
this increase of 15.93 cents becomes an increase of 16 cents in the gross
rate per hour per person limitation. On the other hand, 9 percent of
the existing gross rate limitation of $2.36 per thousand of matter
folded is 21.24 cents. Under the computation requirement, this in-
crease of 21.24 cents becomes an increase of 21 cents in the limitation
on the gross rate per thousand of matter folded.
It should be noted that the compensation of these House folding
room employees is not increased by any provision of section 207 other
than as provided for by section 207 (in).
Section 207(n) provides that the additional compensation provided
by section 207 shall be considered a part of basic compensation for
purposes of the Civil Service Retirement Act (5 U.S.C. 2251 and fol-
lowing). Such additional compensation, therefore, will be subject to
retirement deductions.
Section 207(n) is necessary to remove any inference that such de-
ductions may not be made. Such inference might result from lan-
guage contained in section 1(d) of the Civil Service Retirement Act
(5 U.S.C. 2251(d)) to the effect that-
* * * the term "basic salary" shall not include * * * com-
pensation given in addition to the base pay of the position as
fixed by law or regulation * * *.
The aggregate rate of annual compensation of many individuals in
the legislative branch consists of a basic rate, plus a series of amounts
which are provided by various pay acts and resolutions and are often
referred to as "additional compensation." Section 4(i) of the Federal
Employees Salary Increase Act of 1955 (69 Stat. 178; Public Law 94,
84th Cong.), which provided that amounts of "additional compen-
sation" provided for legislative employees by section 4 (a) of such act
and by other pay-increase laws, restated and clarified the view that
"additional compensation" of legislative employees is "base pay" for
retirement purposes and, therefore, is subject to retirement deduc-
tions. Section 4(g) of the Federal Employees Salary Increase Act of
1958 (72 Stat. 208; Public Law 85-426) reaffirmed this policy with
respect to the additional compensation provided for officers and
employees in the legislative branch by section 4 of that act. In like
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manner, section 207 (n) of this bi 1 reaffirms this policy with respect to
the additional compensation prc vided by such section 207.
TITLE III-G):NERAL PROVISIONS
AUTHORIZATION OF APPROPRIATIONS
Section 301 authorizes the appropriation of such amounts as may
be necessary to carry out the previsions of the bill.
EFFECTIVE DATE
Section 302, which is effective -in the date of enactment of the bill,
provides that the other provision3 of the bill will become effective on
the first day of the first pay period which begins on or after July 1,
1960.
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MINORITY VIEWS ON H.R. 9883
This legislation, which provides a 9-percent across-the-board in-
crease in the salaries of some 1.7 million Federal employees at an esti-
mated annual cost of $810 million, is unjustified, unfair, and represents
fiscal irresponsibility.
OBJECTIONS TO THE BILL
1. The bill provides for salary rates that are not justified, that are
not based on rational or objective data.
2. It ignores the facts presented in the testimony which clearly
indicate that if adjustments are needed they should be on a selective
basis-not a uniform percentage increase.
3. The bill fails not only to provide for necessary reform in the
Classification Act salary structure but also creates new distortions
and
4. It inequities
no provs~n postal for field future pay adjustments in a
logical, objective manner.
5. The bill represents financial irresponsibility.
NO RATIONAL OR OBJECTIVE BASIS FOR 9 PERCENT
The 9-percent across-the-board increase for 1.7 million Federal em-
ployees has no justification whatever. This proposed increase merely
accentuates present unjustified differences in our pay systems. In
other words, the 9 percent is not stopgap legislation but represents a
compounding of existing inconsistencies. No testimony was presented
during the several weeks of hearings to warrant this particular size
increase.
Since 1945 the classified employees of the Federal Government have
received seven pay increases. Actually an eighth was passed by Con-
gress in 1957 calling for an 11-percent average increase but it was not
approved by the President. During these 15 years the salary ceiling
has been raised from $10,000 to $17,500. Let's look at the average
increases our classified employees have actually received in the past
15 years:
In 1945: An average increase of 15.9 percent.
In 1946: An average increase of 14.2 percent.
In 1948: An average increase of 11.0 percent.
In 1949: An average increase of 4.0 percent.
In 1951: An average increase of 10.0 percent.
In 1955: An average increase of 7.5 percent.
In 1958: An average increase of 10.0 percent.
In summary for the classified employees during the past 15 years
the Congress has approved eight pay raises amounting to an overall
percentage increase of 83.6 percent. The employees have received
seven increases, representing "in pocket" an average increase of 72.6
percent.
31
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Now let us review the reaction of Congress to salary and wage
demands for postal employees. Since 1945 Congress has passed legis-
lation on nine different occasioi Ls for the employees in the postal
service. Two of these were veto 3d, in 1955 and in 1957.
Between 1945 and 1955 the postal employees working on an annual
basis have received an actual increase in pay of $1,770 and fourth-
class postmasters were raised in excess of 70 percent. Since 1955
postal employees in the lower pay levels have actually received a
19-percent increase in pay. Amble increases have been provided for
other postal employees in the higher pay levels.
Since June 1958, when our Federal employees received their last
salary increase, the Consumer Price Index of the Bureau of Labor
Statistics has increased 1.6 percent. It is indeed difficult to under-
stand how a 9-percent salary increase can be justified for a Classifica-
tion Act GS-18, now drawing $17,500 or a Foreign Service officer,
class 1, now paid $16,060 per annum, in the face of this 1.6-percent
price rise.
Evidence was presented our committee which indicated that since
1939 prices have gone up 111.5 percent, based on the Bureau of Labor
Statistics Consumer Price Index, and during that same time the start-
ing salaries of clerk/carriers in ;he postal field service have risen
137.5 percent. This means the s'''arting salaries of clerk/carriers in
the postal field service have increased 26 points faster than have the
price of goods purchased.
During our public hearings the committee heard several employee
organization groups testify that for specific jobs in specific areas of
the country the Federal employes was lagging considerably behind
the pay of his fellow workers.
Looking at the Nation as a whol 3 and the 550,000 postal employees
working in every community in America, it is interesting to note that
in a Bureau of Labor -Statistics survey in 1959 in 31 areas of our
Nation the hourly rate of pay for an industrial worker was $2.20 as
compared to $2.31% per hour for a regular postal clerk/carrier.
The only sound and justifiable basis for setting Federal salaries is
their comparability with rates paid for similar work in private indus-
try. A number of employee organizations appeared to support this
principle but they will maintain that an immediate pay adjustment
is necessary. In our opinion, the evidence presented did not support
this position.
We believe that pay should be based on the comparability of skills
and responsibilities. We cannot in the Federal Government succumb
to a wage-fixing policy based on p 3rsonal need. Representatives of
some employee organizations, app wring before our committee, at-
tempted to justify a pay increase c n the basis of personal need and,
in turn, offered evidence showing "model" budgets purporting to show
that the average family requires an income in excess of $6,000 per year
in order to maintain an acceptable , tandard of living. In our Ameri-
can economy the pay of the individ-1a1 is based on his contribution to
our economy and not on the way of life that he would like to have.
Adoption of the policy of paying employees on personal need is most
certainly a departure from the Fede: -al Government's long-established
principle of "equal pay for equal work." Followed to its logical con-
clusion, a system of pay based on n-,ed would necessitate paying one
rate for single men, another for married men, and a variety of other
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rates for employees having different numbers of dependents. We
must reiterate that the American way is to pay on the basis of the
value of the service rendered.
Mr. Ewan Clague, Commissioner of Labor Statistics, presented
factual evidence to show that some salary levels have risen more
rapidly than the Consumer Price Index, while other Federal salaries
have lagged behind. If we assume that the change in the price index
is an appropriate basis for adjusting Federal salaries, which we do not
necessarily accept, the uniform 9-percent increase as provided by H.R..
9883 is obviously not the way to remove the inequities in the present
salary structure. Based on this evidence, the logical action would
then be to lower some salaries and to raise other Federal employees'
salaries.
QUIT RATES LOW IN FEDERAL GOVERNMENT
In the course of our hearings the Secretaries of Agriculture and
Commerce, the Postmaster General, the Under Secretary of the
Treasury, and an Assistant Secretary of Defense, representing col-
lectively 78 percent of all Federal employees, testified that their
turnover rates were low.
It was the opinion of these representatives from the executive
branch that a valid test of an adequate pay system was the ability to
attract and to retain high quality personnel.
We concur with these departmental representatives and with our
colleagues that the average Federal employee does represent one of the
finest segments of American workers and one of the most highly
qualified. Likewise, we firmly believe that the Federal employee
should be compensated equitably for the service he renders. This
then leads to the question, Are our employees leaving the Federal
Government for more lucrative jobs in private industry?
The facts are that during 1959 the average quits per month per
100 employees were as follows:
0.57 percent in the U.S. postal service.
0.70 percent in the Federal Government as a whole.
1.25 percent in private industry.
The representatives of several departments, including the Chairman
of the Civil Service Commission, testified that a general pay raise,
such as proposed in this bill, cannot be justified on the basis of our
inability to recruit workers or upon the current quit rates. This is
further evidence that if any adjustment of Federal pay is needed it
should be on a very selective basis and not on a uniform across-the-
board percentage increase for all employees. We do believe that there
are employees in some grades and levels in the various pay systems
in the Federal Government that may need some form of temporary
stopgap relief.
Postal jobs are in wide demand throughout the country and in post
offices of all sizes. During the first 3 months of this year alone,
238,000 persons applied for postal positions-enouoh to fill more than
40 percent of all postal positions. This total includes 37,586 appli-
cants in the New York area, 14,072 in the Chicago area, 12,288 in the
Los Angeles area, 11,071 in the San Francisco area, 7,360 in the
Philadelphia area, and 4,472 in the St. Louis area, among others.
II. Rept. 1630,86-2-5
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The number of persons who of plied for postal jobs in those six
metropolitan areas during the first 3 months of 1960 is well over half
of the total postal employment in the six areas. These areas are truly
representative, with respect to que;;tions of recruitment, salary levels,
living costs, and general employmf nt conditions, of all major centers
of.postal employment.
The number of applicants for postal jobs, with the very low quit
rates of employees already in the postal service, are the real measure
of the adequacy of existing salaries. These official records of the
great and continuing demand by new applicants for postal jobs, and
the extremely low quit rates, demonstrate conclusively that present
postal salaries are entirely fair and adequate.
This bill, as amended, not only f ails to correct existing defects and -
inequities in the Classification Act salary schedule, but creates new
distortions and inequities in the salary schedule as well as in the
postal field service and rural carrier schedules.
H.R. 9883 fails to correct existing defects and inequities in the
Classification Act schedule and provides excessive pay increases for
some grades, for example:
(1) The Director of the Bureau of the Budget presented statistics
from the BLS salary survey (for 31 out of 60 areas) which suggests
that current rates for the lower _grftides are higher than rates paid by
private enterprise for similar jobs. Yet the bill would raise the pay
for the grade by an arbitrary 9 per -,ent.
(2) The Classification Act salar3 structure is badly in need of re-
form, but the bill ignores its defects. For example:
(a) The difference between the pay levels proposed for GS-1
and GS-2 is 8.9 percent. But the difference between GS-2 and
GS-3 is only 6.7 percent. Similarly, the difference between GS-
11 and GS-12 is 18.5 percent, while between GS-14 and GS-15
it is only 12.4 percent.
(b) Each within-grade step increase in the first four grades is
a flat $95. For GS-1 this amounts to 2.9 percent of the entry
rate. Each step increase in grades GS-5 through GS-10 is $165.
For GS-5 this is 3.8 percent of the entry level but for GS-10 it
is only 2.3 percent. For grf,des GS-11 through GS-17 each
within-grade increase is $265.
(c) The percentage difference between the entry and top sal-
aries of the various Classifica pion Act grades differ excessively.
For example, the salary range for GS-1 would be $3,310 to $3,880,
or 17.2 percent. For GS-4 th, range would be $4,105 to $4,725,
or 15.1 percent. After 7 years in the grade, the salary of a GS-15
would be 22.5 percent higher than his starting salary.
The uniform percentage increase in salaries prescribed by H.R. 9883
corrects none of these deficiencies nor does it provide for any adminis-
trative flexibilities such as is needel to deal with the situation where
a white-collar supervisor is paid less than the blue-collar workers whom
he supervises.
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POSTAL FIELD SERVICE AND RURAL CARRIER SCHEDULES
1. Although purporting to be a uniform 9-percent pay increase for
all employees, the provision for a $350 minimum increase results in
raising the salary of beginning employees (PFS-1, step 1) by more
than 11. percent. Preliminary information from the Bureau of Labor
Statistics salary survey indicates that the existing rate is currently in
excess of private industry rates for comparable jobs. This measure
will create needless complications when the availability of BLS data
permits the contraction of a salary schedule based on comparability
with private industry pay rates.
2. The rural carriers schedule would be similarly affected. The
bill would result in pay increases in excess of 11 percent for routes
16 miles in length while employees with longer routes would get a
9-percent increase. This would be a further distortion in the rural
carrier schedule already distorted by the addition of flat dollar amounts
for all routes under Public Law 85-426 enacted May 27, 1956.
3. The provisions of the bill 'are such that steps 1 through 5 in
level 2?would be $120 but $130 for steps 6 and 7. Similarly for level 3,
step 1, would be $130, while steps 2 through 7 would be $140.
4. The imposition of the $350 minimum would reduce the percent-
age difference in salary between levels 1 and 2 from 7.4 percent to
6,.7 percent. It is important that the pay difference between grades
be significant or the entire pay structure becomes meaningless.
VETERANS' ADMINISTRATION, DEPARTMENT OF
MEDICINE AND SURGERY
. Under the provision of H.R. 9883, the salary of the Chief Medical
Director would be raised from $19,580 to $21,345, well above the rate
fcii the Deputy Administrator of Veteran Affairs who receives $20,500;
and that of the Deputy Director from $18,480 to $20,145. The pro-
posed rates would exceed the statutory salary for Assistant Secretaries
of HEW as well as a number of other top salaries set by the Execu-
tive Pay Act 1956.
DEVELOP NEW CONCEPT FOR FEDERAL SALARIES
The Congress last year provided $500,000 for the executive branch
to institute a survey of the salary rates being paid by private enter-
prize for work similar to that performed by Federal employees. We
have been advised by the White House that this information will be
ready for use by the end of September of this year. This means that
the Congress can adopt a principle for compensating Federal employees
that can be reasonably compared with those paid by private industry
for work of similar skill and responsibility. Never before has the
Federal Government had the data upon which to set such pay. It
would appear to us that the fairness and objectivity of this princi le
should appeal to both the Federal employees and the taxpaying public.
We deny that this is a delaying tactic. We maintain that this is the
accomplishment of a new and improved principle in personnel adminis-
tration which in the long run will be more advantageous to the
Government and to the public as well. The executive branch repre-
sentatives have indicated to our committee that they will be able to
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present to the Congress early in January 1961 pay scales based on these
Bureau of Labor Statistics survey fi sidings.
H.R. 9883, REPRESENTS FISCAL IRRESPONSIBILITY
The Federal debt is today at $ 385 billion. This represents an
interest payment by our Government of $9.5 billion a year. In other
words,. 1.1 cents out of every tax dol'. ar today goes for interest on our
Federal debt. It appears to us that in the face of the financial con-
dition of this country, such as indicated above, that a 9-percent pay
increase across-the-board for 1.7 million Federal employees irrespective
of inadequate justification, would simply be fiscal irresponsibility.
In summary, we the undersigned strongly oppose H.R. 9883 as
amended. We oppose it because we believe that the 9-percent across-
the-board is unjustified and unfair. We do not concur in adopting a
system of pay based on personal need but we do believe that the
American worker, certainly in the Federal Government, should be"
paid for services rendered. The fa ~tual data presented during our
hearings indicated that with few exceptions the Federal employees are
being paid in accord with the pay in private industry of this Nation.
We do not believe that our 2 milli )n Federal employees should be
penalized because of the financial condition of our country. Likewise,
we do not believe it fiscally prudent to begin a new series of pay ad-
justments across our Nation when t se great majority of the Federal
employees currently are being paid t, reasonable salary, as judged by
living costs, and by the salaries throughout our total economy, We
have provided the executive branch with the means to develop the
necessary data to advise the Congress within a few months of salaries
paid jobs. in our economy comparable to Federal jobs. This informa-
tion will be ready for individual st ady in September 1960 and for
action by the Congress in January 1961.
We believe in the industry and ability as well as loyalty of our Fed-
eral employees. We believe that th,y expect to be compensated for
services rendered and not on the basis of personal needs. We also
believe that the Federal workers do not want vague, unrealistic
promises of salaries that are beyond the going rate of pay for jobs in
similar skills and responsibilities in our Nation.
TOM MURRAY.
AUGUST E. JOHANSEN.
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ADMINISTRATIVE REPORTS
The adverse reports of the Bureau of the Budget, the Post Office
"Department, and the U.S. Civil Service Commission with respect to
H.R. 9883 and other salary increase bills follow.
EXECUTIVE OFFICE OF THE PRESIDENT,
Hon. TOM MURRAY,
BUREAU OF THE BUDGET,
Washington, D.C., March 1I, 1960.
Chairman, Committee on Post Office and Civil Service, House of Repre-
sentatives, Old House Office Building, Washington, D.C.
MY DEAR MR. CHAIRMAN: Reference is made to your requests for
the views of the Bureau of the Budget on H.R.'s 9883, 9953, 9954,
9974, 9980, 10132, 10206, and 10865, similar bills to adjust the rates
of, basic compensation of certain officers and employees of the Federal
Government, and for other purposes, as well as the similar bills listed
on the attachment to your letter of March 10, 1960.
These bills would increase the salary rates under the following
Federal statutory pay systems, with the annual cost indicated, as
estimated by the Civil Service Commission, the Post Office Depart-
ment, and the Veterans' Administration.
Estimated annual cost
Pay system:
Million
Classification Act--------------------------------------------
$936.2
Postal Field Service------------------------------------------
665.0
Veterans' Administration, medicine and surgery-----------------
20. 1
Total----------------------------------------------------
1,621.3
The President outlined his views with respect to a change in pay
structure and pay levels for Federal civilian employees in his budget
message in January. Circumstances since that time have not changed
to alter his position.
In addition, this administration has consistently supported the
principle that Federal salary rates should, in general, be reasonably
comparable with rates for similar work in private enterprise. The
Bureau of Labor Statistics is now collecting private enterprise pay
data on a national scale which will be reported in September of this
year and which will then permit for the first time valid comparison of
Government and private pay levels. On the basis of available data,
we find no justification for a general increase in Federal statutory
salary rates.
Accordingly, the Bureau of the Budget recommends against favor-
able consideration of these bills, and enactment of this legislation
would not be in accord with the program of the President.
Sincerely yours,
MAURICE H. STANS, Director.
37
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EXECUTIVE OFFICE OF THE PRESIDENT,
Hon. Tom MURRAY,
BUREAU OF THE BUDGET,
Washington, D.C., February 10, 1960.
Chairman, Committee on Post Office and Civil Service,
House of Representatives, Old House Office Building,
Washington, D.C.
MY DEAR MR. CHAIRMAN: Enclosed is a copy of a cost estimate
of the pay increase bill recently introduced as H.R. 9883 and various
identical companion bills, each of which would increase the compensa-
tion of postal employees, Classification Act employees and employees
of the Veterans' Administration, Department of Medicine and Sur-
gery. This letter will reply to yorr request made to the Chairman
of the Civil Service Commission for an estimate of the cost of the
proposed legislation. The Bureau of the Budget is forwarding this
information to the committee in k ehalf of the executive branch in
view of its responsibility for budget estimates and in view of the fact
that the estimates were developed by the Post Office Department,
the Veterans' Administration and tae Civil Service Commission.
The Bureau wishes to emphasize; that within the time available,
it has been possible to make only ,L -rough estimate of the increased
cost which would result from the proposed legislation and would,
of course, wish to refine its estimate in the event that the bill receives
serious consideration.
You will note that the total annual cost of the bill is estimated to
exceed $1.6 billion.
Sincerely yours,
ELM ER B. STAATS, Deputy Director.
COSTS OF H.R. 9:;83 (MORRISON)
The following estimates are not exact, because they involve inter-
pretations of some provisions of H.R. 9883 which might be construed
in more than one way, and becaise current statistics do not give
precise data on the numbers eligibPe for certain of the new benefits.
The cost of Classification Act changes was estimated by the Civil
Service Commission, and is based upon employment as of June 30,
1959. The Post Office Departmen c estimated the cost to the postal
field service, and based its computations upon planned strength in
fiscal year 1961. The cost in Voter ins' Administration's Department
of Medicine and Surgery is a rough estimate by the Veterans' Admin-
istration, based upon current employment.
.Millions
Classification Act ------------------------------------------------
$936.2
Conversion to new schedule -----------------------------------
736. 0
10 years' step increase----------------------------------------
100.0
52 weeks' step increase ---------------------------------------
40.0
Additional longevity -----------------------------------------
.4
Retirement -------------------------------------------------
57.0
Insurance ---------------------------------------------------
2.8
Postal field service -----------------------------------------------
665.0
VA Department of Medicine and Surgery---------------------------
20. 1
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OFFICE OF THE POSTMASTER GENERAL,
Hon. Tom MURRAY,
Washington, D.C., March 16, 1960.
Chairman, Committee on Post Office and Civil Service,
House of Representatives, Washington, D. C.
DEAR MR. CHAIRMAN: Reference is made to your request for re-
ports by the Department on 64 bills to adjust the rates of basic com-
pensation of certain officers and employees of the Federal Government.
The bills are listed in appendix A attached hereto and made a part of
this report.
Under date of January 13, 1960, this Department submitted a legis-
lative proposal to make permanent the temporary increases in rates
of basic salary provided for employees in the postal field service by
Public Law 85-426, approved May 27, 1958, and Public Law 85-462,
approved June 20, 1958. Legislation to accomplish the purposes of
this proposal has been introduced.
As stated in the Postmaster General's letter of January 13, 1960, to
the Speaker of the House of Representatives, the enactment of this
legislation (H.R. 10768 or H.R. 9890) would be in accord with the
program of the President.
The enactment of any one of the pay increase bills now under con-
sideration by your committee would cost this Department an esti-
mated $671,400,000 per annum, summarized as follows:
Cost summary
[Dollars in millions]
Schedules
Level and
Longevity
Total cost
Percent
step cost
cost
increase
PFS employees--------------------------------
$562.0.
$60.4
$622.4
23.7
RCS employees________________________________
35.5
7.6
43.1
23.3
FOS employees________________________________
2.0
2.3
4.3
15.6
Total____________________________
599.5
70.3
669.8
23.6
GS employees----------------?----------------
1.6
--------------
1.6
14.8
Total cost________________________________
601.1
70.3
671.4
23.6
This Department is strongly opposed to the enactment of any pay
increase legislation except H.R. 10768 or H.R. 9890, and the Bureau of
the Budget has advised that the enactment of any other such pay
increase legislation would not be in accord with the program of the
President.
Sincerely yours,
J. McKIBBIN, Jr.,
Acting Postmaster General.
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APPENDIX A
BILLS To ADJUST THE COMPENSE.TION OF FEDERAL GOVERNMENT
EMPLOYEES
H.R. 9883
H.R. 10112
H.R. 10406
H.R.9886
H.R.10120
H.R. 10411
H.R. 9950
H.R. 10125
H.R.10413
H.R. 9951
H.R.10132
H.R. 10435
H.R. 9952
H.R. 10139
H.R. 10454
MR. 9953
H.R. 10169
H.R..10462
H.R. 9954
H.R.10173
H.R. 10468
H.R.9955
H.R. 10174
H.R. 10504
H.R. 9974
H.R. 10186
H.R. 10538
H.R. 9977
H.R. 10204
H.R. 10599
H.R. 9980
H.R. 10206
H.R.10636
H.R. 9981
11I.R.10212
H.R.10688
H.R. 9984
H.R. 10216
H.R.10692
H.R.9904
H.R. 10219
H.R. 10752
H.R. 9997
H.R. 10248
H.R. 10827
11.R.10032
H.R. 10298
H.R. 10853
H.R. 10046
H.R. 10318
H.R. 10865
H.R. 10055
H.R. 10337
H.R. 10890
H.R.10071
H.R. 10353
H.R. 10917
H.R. 10083
H.R.10382
H.R.10993
H.R. 10091
H.R.10385
H.R. 10100
H.R.10389
U.S. CIVIL SERVICE COMMISSION,
W rshington, D.C., March 14, 1960.
Hon. TOM MURRAY,
Chairman, Committee on Post Office and Civil Service,
House of Representatives, Washington, D.C.
DEAR MR. MURRAY: This is in further reply to your requests of
March 4 and 5, 1960, for the views if the Civil Service Commission ""On.
the following bills:
H.R. 9883
H.R.9974
H.R.10206
H.R. 9953
H.R.9980
H.R. 10865
H.R. 9954
H.R.10132
With the exception of H.R. 10206, which has different provisions
relating to the postal field service, these bills are identical.
The purpose of these bills is to provide a general pay raise for a
majority of white-collar employees in the Federal service by revising
the salary schedules and the pay plans of the Postal Field Service
Compensation Act of 1955, as amen. ded, the Classification Act of 1949,
as amended, and those sections of the Veterans' Benefit Act of 1958
which relate to the compensation of certain personnel in the Depart-
ment of Medicine and Surgery of tae Veterans' Administration.
These bills are retroactive to the first day of the first pay period
which began on or after January 1 1960.
The initial cost of the identical bills on a per annum basis is esti-
mated to be in excess of $1,621 million, broken down?,as follows:
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Classification Act, $936,200,000; Postal Field Service Compensation
Act, $665 million; and the Veterans Benefit Act, $20,100,000.
The Civil Service Commission cannot support any of the bills. As
the Civil Service Commission interprets these bills they would only
increase existing inequities within and among the various pay plans
of the Federal Government. None of the bills would resolve any of
the more serious pay problems referred to by the President in his
budget message to the Congress on January 18, 1960, in which he said:
"Continued patching of individual Federal salary systems is not sat-
isfactory as a substitute for a comprehensive Federal pay policy, which
should be developed either by authorizing a Joint Commission such as
I proposed or by some other equally effective means. Pending de-
veloprnent and adoption of such a comprehensive policy, a general
pay raise would be unwarranted, unfair to the taxpayers of the United
States, and inequitable as among employees compensated under
different and unrelated pay systems."
We have been advised by the Bureau of the Budget that enactment
of this legislation would not be in accord with the program of the
President.
By direction of the Commission :
Sincerely yours,
ROGER W. JONES, Chairman.
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CHANGES IN EXISTING LAW
In compliance with clause 3 of rule XIII of the Rules of the House
of Representatives, changes in ex sting law made by the bill, as intro-
duced, are shown as follows (existing law proposed to be omitted is
enclosed in black brackets, new matter is printed in italic, existing
law in which no change is proposed is shown in roman) :
POSTAL FIELD SERVICE COMPENSATION ACT OF 1955
(Public Law 68, Eighty-fourth Congress)
TITLE II-RANKING OF POSITIONS
KEY POSITIONS
SEC. 203. Key positions in the postal field service consisting of
standard, related tasks commonly performed in that service are
described and assigned to salary levels in the Postal Field Service
Schedule, as follows:
(1) POSITION.-JANITOR-LEVER. 1.
BASIC FUNCTION.-Cleans, sweeps, and removes trash from work
areas, lobbies, and washrooms.
DUTIES AND RESPONSIBILITIES.-
(A) Sweeps and scrubs floors and stairs, dusts furniture and fixtures,
cleans washrooms and washes win lows (except exterior glass in high
buildings).
(B) Moves furniture and helps c,rect equipment and fixtures within
offices of the building.
(C) In addition, may perform any of the following duties:
(i) Cleans ice and snow from the sidewalks and driveways, and
-tends the lawn, shrubbery, and premises of the post office.
(ii) Washes walls and ceilings.
ORGANIZATIONAL RELATIONSHIPSI.-Reports to a foreman or other
designated supervisor.
(2) -POSITION.-ELEVATOR OPERATOR-LEVEL 2.
BASIC FUNCTION.-Operates a ft eight or passenger elevator.
DUTIES AND RESPONSIBILITIES.-
(A) (A) Operates elevator.
(B) Cleans cab of elevator and polishes metal fittings.
(C) In addition, may perform ar.y of the following duties:
(i) Pushes handcarts of mail on and off elevator or assists in
loading or unloading material carried on elevator.
(ii) Tends the heating plant or performs cleaning duties in the
vicinity of the elevator.
ORGANIZATIONAL RELATIONSHIPS.-Reports to an elevator starter
or other designated supervisor.
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SALARY INCREASES FOR POSTAL AND OTHER EMPLOYEES 43
(3) POSITION.-ORDER FILLER-LEVEL 2.
BASIC FUNCTION.-SelOCtS, assembles, and makes ready for ship-
ment items requisitioned by postal field establishments.
DUTIES AND RESPONSIBILITIES.-
Is assigned any of the following duties:
(A) Separates sheets of the requisition form, fastens copies to clip-
boards and places on appropriate conveyor line.
(B) Clarifies writing on carbon copies of requisitions in order to
minimize errors in filling requisitions.
(C) Sets up and prepares shipping containers.
(D) Places in cartons on conveyor lines the quantities of items
requisitioned from an assigned station, indicating action taken opposite
each item.
(E) Fills and labels bulk shipping orders and moves bulk material
to dispatch area.
(F) Replenishes from stock items stored in individual stations and
keeps stations neat and orderly to facilitate filling of requisitions.
(G) Transports bulk and individual shipments on hand trucks.
(H) Assembles materials for each requisition where conveyor lines
converge.
(I) Places cartons on assembly table for coordination and packing.
(J) Checks requisition copies and items to assure that proper action
has been taken.
(K) Directs items not requiring packing to dispatch area.
(L) Combines shipments to reduce packing.
(M) Transmits bulk slips and shipping labels to the appropriate
pers'n.
(N) Labels bulk and individual packages with printed labels to
avoid hand labeling.
(0) Prepares labels by use of appropriate rubber stamps.
(P) Seals cartons with stapling machine or tape.
(Q) Packs supplies for shipment.
(R) Stacks and trucks completed orders.
ORGANIZATIONAL RELATIONSHIPS.-Reports to a foreman or other
designated supervisor.
(4) POSITION.-CLERK. THIRD-CLASS POST OFFICE-LEVEL 2.
BASIC FUNCTION.-Sorts incoming and dispatches outgoing mail for
a small number of points of separation and destination; provides a
limited number of services at public windows.
DUTIES AND RESPONSIBILITIES.-
(A) Sorts incoming mail for general delivery, lock boxes, and one
or more delivery routes.
(B) Postmarks and prepares mail for dispatch by train or other
mail route; closes, locks, and affixes labels to pouches and mail sacks.
(C) Performs services at a public window,.such as selling stamps,
stamped envelopes, or other routine functions.
(D) As the needs of the service require, may perform other related
duties incidental to the operation of the post office.
ORGANIZATIONAL RELATIONSHIPS.-Reports to a postmaster.
(5) POSITION.-GUARD-LEVEL 3.
BASIC FUNCTION.-Makes rounds of the post office building, and
punches clocks at designated stations.
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4~ SALARY INCREASES FOR POSTAL- AND OTHER EMPLOYEES
DUTIES AND RESPONSIBILIT_:ES.-
(A) Patrols buildings, punching watchman's clock where furnished,
checking door and window locks, noting and reporting fire hazards
and other irregularities, such is running water and unclosed doors
and windows.
(B) -Sounds fire alarm.
(C) Preserves order in corric`.ors and, when necessary, detains per-
sons for interrogation by post-office inspectors or local police.
(D) In addition may perform. any of the following duties:
(i) Gives directions to tie public in building lobby.
(ii) Raises and lowers th,. flag.
(iii) Retrieves lost and found articles and delivers them to the
appropriate place.
(iv) Obtains names of victims, doctors, police, and witnesses in
the event of accident.
(v) Guards property ent'ances and prevents damage to prop-
erty by the public.
(vi) Tends the heating plant of the building.
(vii) Operates elevators cn a relief basis.
(viii) Does incidental clef,ning and laboring work.
ORGANIZATIONAL RELATIONSH[PS.-Reports to a lieutenant of the
guard, a building superintendent, or other designated supervisor.
(6) POSITION.-FILE CLERK-LEVEL 3.
BASIC FUNCTION.-Sets up and maintains files on one or more sub-
ject matters.
DUTIES AND RESPONSIBILITIES.-
(A) Prepares new file folders and maintains existing folders in
correct order as prescribed in the established filing system.
(B) Transmits folders or information contained therein to author-
ized personnel (for example, forwards personnel folders to requesting
supervisors, or copies data from :'olders to satisfy requests).
(C) Opens, sorts, and searches file material, and maintains files in
up-to-date condition.
(D) In addition, may perform any of the following duties:
(i) Types from rough draf.; or plain copy:
(ii) Answers telephones.
(iii) Prepares requisitions for supplies.
(iv) Operates a mimeograph machine.
ORGANIZATIONAL RELATIONSHIL's.-Reports to a designated super-
visor.
(7) ;POSITION.-TYPIST-LEVEL 3.
BASIC FUNCTION.-Types material such as forms, correspondence,
and stencils from rough draft or Ilain copy.
DUTIES AND RESPONSIBILITIES.?
(A) In accordance with instructions and information furnished by
supervisor, types forms; standard reports, and documents such as in-
vitations to bid, orders, contractr3, invoices, personnel actions, and
related materials.
(B) Types correspondence and memoranda from rough drafts or
general information.
(C) Cuts stencils for instructiom, circulars, and other general uses.
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(D) In addition, may perform any of the following duties:
(i) Transcribes from a dictating machine.
(ii) Operates a mimeograph machine.
(iii) Files, checks requisitions, prepares vouchers, and answers
the telephone.
ORGANIZATIONAL RELATIONSHIPS.-Reports to a designated super-
visor.
(8) POSITION.-MAIL HANDLER-LEVEL 3.
BASIC FUNCTION.-Loads, unloads, and moves bulk mail, and per-
forms other duties incidental to the movement and processing of mail.
DUTIES AND RESPONSIBILITIES.-
(A) Unloads mail received by trucks. Separates all mail received
by trucks and conveyors for subsequent dispatch to other conveying
units, and separates and delivers working mails for delivery to
distribution areas.
(B) Places empty sacks or pouches on racks, labels them where
labels are prearranged or racks are plainly marked, dumps mail from
sacks, cuts ties, faces letter mail, carries mail to distributors for process-
ing, places processed mail into sacks, removes filled sacks and pouches
from racks, closes and locks same. Picks up sacks, pouches, and out-
side pieces, separates outgoing bulk mails for dispatch and loads mail
onto trucks.
(C) Handles and sacks empty equipment, inspects empty equipment
for mail content, restrings sacks.
(D) Cancels stamps on parcel post, operates canceling machines,
carries mail from canceling machine to distribution cases.
(E) Assists in supply and slip rooms and operates addressograph,
mimeograph, and similar machines.
(F) In addition, may perform any of the following duties:
(i) Acts as armed guard for valuable registry shipments and
as watchman and guard around post office building.
(ii) Makes occasional simple distribution of parcel post mail
requiring no scheme knowledge.
(iii) Operates electric fork-lift trucks.
(iv) Rewraps soiled or broken parcels.
(v) Performs other miscellaneous duties, such as stamping
tickets, weighing incoming sacks, cleaning and sweeping in work-
rooms, offices, and trucks where such work is not performed by
regular cleaners.
ORGANIZATIONAL RELATIONSHIPS.-Reports to a foreman or other
designated supervisor.
(9) POSITION.-GARAGEMAN-LEVEL 3.
BASIC FUNCTION.-Performs a variety of routine services incidental
to the proper maintenance of motor vehicles.
DUTIES AND RESPONSIBILITIES.-
(A) Lubricates trucks in accordance with lubrication charts and
type of truck.
(B) Changes crankcase oil and filter cleaners and cleans case in
conformance with instructions and vehicle mileage.
(C) Changes tires and makes necessary repairs.
(D) Washes and steam-cleans trucks.
(E) Assists automotive mechanics.
(F) Fuels and oils trucks.
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(G) Cleans garage, garage off.ce, swing room, and washroom, as
assigned.
ORGANIZATIONAL RELATIONSH::Ps.-Reports to a foreman of me-
chanics or other designated super visor.
(10) POSITION.-MOTOR VEHICLE OPERATOR-LEVEL 4.
BASIC FUNCTION.-Operates a mail truck on a regularly scheduled
route to pick up and transport mail in bulk.
DUTIES AND RESPONSIBILITIE..-
(A) Picks up and delivers bulk quantities of mail at stations, branch
offices, and terminal points; as required, picks up mail from collection
boxes and deposits mail in relay boxes.
(B) Operates truck in conformity with time schedules and rules
of safety, and in accordance with instructions regarding the route for
which responsible.
(C) Ascertains the condition of the truck prior to leaving and upon
returning to the garage; report.; all accidents, mechanical defects
noted, and mechanical failures while on route.
(D) In addition, may perform any of the following duties:
(i) Drives a tractor and semitrailer on occasion, unloading
bagged mail and packages at post offices and picking up mail for
delivery to a central point.
(ii) Prepares daily trip ref orts showing work performed.
(iii) Makes minor mechanical repairs to truck in emergencies
while on route.
ORGANIZATIONAL RELATIONSHI:='S.-Reports to a superintendent of
motor vehicles or other designated supervisor.
(11) POSITION.-CITY OR SPECIAL CARRIER OR SPECIAL DELIVERY
MESSENGER-LEVEL 4.
BASIC FUNCTION.-Is responsible for the prompt and efficient deliv-
ery and collection of mail on foot or by vehicle under varying condi-
tions in a prescribed area within a city. As a representative of the
postal service, maintains pleasant and effective public relations with
route patrons and others, requiri rg a general familiarity with postal
laws, regulations, and procedures commonly used, and with the geog-
raphy of the city.
DUTIES AND RESPONSIBILITIES.-
(A) Routes or cases all classes of mail in sequence of delivery along
an established route. Rearranges and relabels cases as required by
route adjustments and changes in deliveries.
(B) Withdraws mail from the listribution case and prepares it in
sequence for efficient delivery b,:v himself or a substitute along an
established route. Prepares and separates all classes of mail to be
carried by truck to relay boxes along route for subsequent delivery.
(C) Enters change of address orders in change of address book
and on appropriate form. Readdresses mail to be forwarded and
marks for appropriate handling other mail addressed to route patrons
who have moved. Sorts such mail into throw-back case for convenient
handling by clerks.
(D) Delivers mail along a pres,~ribed route, on a regular schedule,
picking up additional mail from relay boxes. Collects mail from
street letter boxes and accepts lettrs for mailing from patrons. Such
service may be rendered on foot or by vehicle and in some instances
may consist exclusively of parcel post delivery or collection of mail.
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(E) Delivers and collects charges on customs, postage-due, and
c.o.d. mail matter. Delivers and obtains receipts for registered and
certain insured mail. Receipts for such matter, except insured mail,
at the post office before beginning route and accounts for it upon return
by payments of the amounts collected and delivery of receipts taken.
(F) Deposits mail collected in the post office upon return from
route; faces such mail for stamp cancellation.
(G) Checks, and corrects if necessary, mailing cards presented by
advertisers bearing names and addresses of patrons or former patrons
of the route.
(H) Furnishes patrons with postal information when requested,
and provides change of address cards and other postal forms as
requested.
(I) Reports to supervisor all unusual incidents or conditions relat-
ing to mail delivery, including condition of street letter boxes and
timecards.
(J) Regular city carriers assigned to foot delivery routes are
required to become proficient in the casing of mail on at least one other
foot delivery route.
(K) Substitute city carriers may be assigned to perform clerical
duties and may be required to pass examinations on schemes of city
primary distribution.
(L) Special-delivery carriers and special-delivery messengers
receive special-delivery mail for delivery and sign c.o.d. and regis-
tered items at post office before beginning route; deliver on foot and
by vehicle special-delivery mail to patrons; obtain signatures when
required; collect amounts and fees on c.o.d.'s- in case of absent
patrons, exercise judgment in determining whether to leave mail or
leave notice and return mail to post office; return receipts and moneys
collected to authorized personnel at post office.
(M) In addition, may perform any of the following duties:
(i) Checks hotels and other such establishments to insure that
mail for residents undeliverable as addressed is not improperly
held.
(ii) Delivers stamps or other paper supplies to contract or
classified stations.
(iii) Serves at carriers' delivery window.
(iv) Receives and registers, where practical, all letters and pack-
ages of first-class matter properly offered for registration and
gives receipt therefor.
(v) Makes delivery on other routes as assigned.
ORGANIZATIONAL RELATIONSHIPS.-Reports to a postmaster or
assistant postmaster, or other designated supervisor.
(12) POSITION.-DISTRIBUTION CLERK-LEVEL 4.
BASIC FUNCTION.-Separates mail in a post office, terminal, airmail
field, or other postal facility in accordance with established schemes,
including incoming or outgoing mail or both.
DUTIES AND RESPONSIBILITIES.-
(A) Makes primary and one or more secondary distributions of
incoming mail. by delivery point (for example, classified or contract
station or branch or other delivery unit, general delivery, lockboxes,
rural or star route, or city carrier route) based on a knowledge of the
distribution scheme established for that office.
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(B) Makes primary and one or more secondary distributions of
outgoing mail for dispatch (for e:cample, by city, State, region, train,
highway or railway post office, or airmail flight) based on a knowledge
of the distribution scheme prescribed by the Postal Transportation
Service.
(C) In addition, may perform any of the following duties:
(i) Maintains records of nails.
(ii) Examines balances in advance deposit accounts.
(iii) Faces and cancels mail.
(iv) Ties mail and inserts facing slips.
(v) Opens and dumps pouches and sacks.
(vi) Operates cancelling it achines.
(vii) Records and bills rr ail (for example, c.o.d., registered,
and so forth) requiring special service.
(viii) Renders service at public windows.
ORGANIZATIONAL RELATIONSHIPs.-Reports to a foreman or other
designated supervisor.
(13) POSITION.-WINDOW CLERK-LEVEL 4.
BASIC FuNCTION.-Performs a 7ariety of services at a public window
of a post office or post office bralch or station. As a representative
of the postal service, maintains pleasant and effective public relations
with patrons and others requiring a general familiarity with postal
laws, regulations, and procedures commonly used.
DUTIES AND RESPONSIBILITIES -
(A) Sells postage stamps, stamped paper, cards, internal revenue
stamps, migratory bird stamps, and postal savings stamps and cer-
tificates.
(B) Accepts from and, after proper identification, delivers to
patrons parcel post, insured, c.o.d., and registered mail; makes col-
lection of required postage, issues necessary receipts, and issues general
delivery mail to patrons.
(C) Verifies second-, third-, and fourth-class mailings, computing
and maintaining on a current basis mailers' credit balances.
(D) Assigns special delivery aiid registered mail for delivery.
(E) Checks and sets post office stamp-vending machines, postage
meters, and large mailers' stamp permit meters.
(F) Receives, follows up, and recommends action on patrons' claims
and complaints.
(G) Issues and cashes foreign aad domestic money orders and postal
savings certificates.
(pI) Rents post office boxes, receives rental payments, conducts
reference checks, and completes related forms.
(I) Provides information to tae public concerning postal regula-
tions, mailing restrictions, rates, and other matters involving postal
transactions.
(J) In addition, may perform :any of the following duties:
(i) Makes emergency carrier relays.
(ii) Assists in alien registr i,tion and census matters.
(iii) Separates and distrib ices mail.
ORGANIZATIONAL RELATIONSHII's.-Reports to a postmaster, assist-
ant postmaster, or other designated supervisor.
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(14) POSITION.-AUTOMOTIVE MECHANIC-LEVEL 5.
BASIC FUNCTION.-Repairs mail trucks, including the removal and
installation of complete motors, clutches, transmissions, and other
major component parts.
DUTIES AND RESPONSIBILITIES.-
(A) Diagnoses mechanical and operating difficulties of vehicles,
repairing defects, replacing worn or broken parts.
(B) Adjusts and tunes up engines, cleaning fuel pumps, carburetors,
and radiators; regulates timing, and makes other necessary adjust-
ments to maintain in proper operating condition trucks that are in
service.
(C) Repairs or replaces automotive electrical equipment such as
generators, starters, ignition systems, distributors, and wiring; in-
stalls and sets new spark plugs.
(D) Conducts road tests of vehicles after repairs, noting perform-
ance of engine, clutch, transmission, brakes, and other parts.
(E) Operates standard types of modern garage testing equipment.
(F) In addition, may perform any of the following duties:
(i) Removes, disassembles, reassembles, and installs entire
engines.
(ii) Overhauls transmission, rear end assemblies, and braking
systems.
(iii) Straightens frames and axles, welding broken parts where
required.
(iv) Makes road calls to make emergency repairs.
(v) Makes required truck inspections.
ORGANIZATIONAL RELATIONSHIPS.-Reports to a foreman of me-
chanics or other designated supervisor.
(15) POSITION.-TRANSFER CLERK-LEVEL 5.
BASIC FUNCTION.-Arranges for transfer of mail at junction points
between trains and other mail units and observes the separation, load-
ing and unloading of mail by railroad employees to make certain that
this is done properly.
DUTIES AND RESPONSIBILITIES.-
(A) Provides for the most expeditious transfer of mail from obser-
vations of the operation of trains, star route, or mail messenger
vehicles, Government-owned vehicles and platform vehicles.
(B) Examines outgoing and. incoming cars to determine maximum
utilization of space and proper adherence to railroad safety require-
ments; reports findings, when necessary, to the district superintendent.
(C) Decides whether outbound cars in full authorizations should
be held beyond the first available dispatches in order to obtain fuller
loading and maximum utilization of the space paid for, making certain
that this will not unduly delay the arrival of the mail at destination.
(D) Studies the routing and loading of mail dispatched from his
station in storage cars in order to recommend changes which would
bring about economies in line haul and terminal charges and effect
earlier arrival. Gives similar attention to incoming mail to assure
that dispatching divisions are using best routing and loading methods;
reports facts to the district superintendent.
(E) Maintains close liaison with foremen of appropriate incoming
and outgoing trains and vehicles to assure prompt receipt and expedi-
tious dispatch of mail.
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(F) Keeps informed on local holding orders for each outgoing
dispatch and requests that departure of unit within these limitations
be withheld when scheduled connections are delayed.
(G) Prepares list of railroad c zrs (except railway post office cars)
in which mail is loaded, and maintains record of mail loaded and
unloaded in outgoing and incomi:Ig trains. Serves notice on railroad
company to cancel operation and, purchases lesser storage unit in its
place when necessary. Prepare: official diagram and appropriately
labels outgoing cars to indicate destination or next relay point.
(H) Inspects the loading and unloading of storage mail to secure
individual piece count of lesser storage units (thirty feet and less);
estimates volume when more than thirty feet.
(I) Observes and reports to, r'.esignated supervisor any failure of
the railroad company to afford protection for the mail.
(J) Qualifies periodically thrc-ugh examination on knowledge of
distributing schemes, postal r(;gulations, space rules, and train
connections.
(K) In addition, may perform. any of the following duties:
(i) Receipts for, transfers, and delivers registered mail between
trains or between train and post office.
(ii) Distributes mail pruicribed for distribution in transfer
office.
ORGANIZATIONAL RELATIONSHIPS.-Reports to a foreman or other
designated supervisor.
(16) POSITION.-DISTRIBUTION CLERK, R.P.O. OR H.P.O.-LEVEL 5.
BASIC FUNCTION.-Distributers mail in railway or highway post
office prior to departure and while en route.
DUTIES AND RESPONSIBILITIE 3.-
(A) Determines the fastest or most expeditious dispatch of mail
from the standpoint of assignment. In emergencies, such as floods,
storms, wrecks, strikes, and missed connections, redistributes the mail
so as to reach destination by the most expeditious alternative means,
for example, by other railway post office or highway post office, airmail
route, or star route.
(B) Distributes mail rapidly iato letter case or pouches and sacks.
(C) Hangs pouches and sacks in racks and places labels in holders
provided; labels letter cases in accordance with official diagram.
(D) Prepares mail for dispatch, involving labeling and tying of
letter mail in packages for distril ution in pouches, closing and locking
sacks and pouches, and maintenance of proper separations for con-
nections en route.
(E) In addition, may perform any of the following duties:
(i) Receives and dispatch-Is mail en route.
(ii) Unloads mail and equipment at terminal of run.
(iii) Examines car to ascertain that no mail is left.
(iv) Convoys registered mail to post office and connecting
lines.
(F) Qualifies through examination periodically on knowledge of
distributing schemes, postal regulations, space rules, and train sched-
ules.
ORGANIZATIONAL RELATIONSH:rs.-Reports to a foreman in charge
of the railway post office car or highway post office.
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(17) POSITION.-CLAIMS CLERK, PAYING OFFICE-LEVEL 5.
BASIC FUNCTION.-Examines claims for loss or damage of insured
or c.o.d. mail matter and determines and approves for payment the
amount found to be due under postal regulations.
DUTIES AND RESPONSIBILITIES.-
(A) Receives and reviews prescribed claim papers to ascertain
whether :
(i) All necessary items of the appropriate claim form have been
properly completed.
(ii) Proof of value has been properly determined.
(iii) Appropriate check has been made of applicable records.
(iv) Other necessary information has been supplied.
(B) Determines whether amount of claim exceeds amount of loss
and the proper amount payable is within the limits of the indemnity.
(C) Conducts necessary correspondence in connection with the
claim.
(D) Approves amount to be paid, and directs disposition of dam-
aged articles.
(E) Maintains prescribed record of claims.
ORGANIZATIONAL RELATIONSHIPS.-Reports to an assistant post-
master or other designated supervisor.
(18) POSITION.-POSTMASTER, SMALL THIRD-CLASS OFFICE-
LEVEL 5.
BASIC FUNCTION.-Is responsible for all operations of a small third-
class post office, including actual performance of mail processing and
window service, disbursement of funds and preparation of required
reports. This office has no employees other than the postmaster and
a replacement to serve during his leave; has annual receipts of approx-
imately $1,700; has no rural delivery service within its jurisdiction.
DUTIES AND RESPONSIBILITIES.-
(A) Conducts the activities of the office in such manner as to provide
prompt and efficient postal service to the patrons of the office.
(B) Maintains direct contact with the public and gives personal
attention to complaints.
(C) Sorts incoming mail for boxholders and general delivery; faces,
cancels, sorts by destination, ties and sacks outgoing mail.
(D) At a window delivers general delivery mail, issues and cashes
money orders, delivers c.o.d. and customs mail, accepts and delivers
parcel post, registered and insured mail, sells stamps and stamped
paper, and collects box rents.
(E) Prepares and submits estimates of operating allowances as
re uired.
((F) Makes deposits of accountable funds; requisitions stamps and
stamped paper; requisitions supplies; pays authorized bills.
(G) Maintains required office records; prepares and submits neces-
sary reports in accordance with instructions.
(H) Maintains files for the .office.
ORGANIZATIONAL RELATIONSHIPS.-Administratively responsible to
a district manager.
(19) POSITION.-CLAIMS CLERK, COMMON AND CONTRACT CAR-
RIERS-LEVEL 6.
BASIC FUNCTION.-Audits carriers' claims for the transportation of
mail to insure their accuracy and correctness of form prior to certifying
them for payment.
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DUTIES AND RESPONSIBILITIES.--
(A) Checks original or draft of claims submitted by carriers using
space procurement data, records of air carrier flights and weight allo-
cations, reports of railroad space utilization, emergency space pro-
cured, and other pertinentreports and data submitted by the districts.
(B) Corrects errors in drafts of claims and returns them to the
carrier for resubmission in final corrected form.
(C) Expedites the processing of claims by continuous coordination.
with the carriers to minimize tae incidence of error on claims,
submitted.
(D) Rechecks resubmitted claims prior to certifying them for
payment.
(E) Maintains- records pertinent to carrier claims such as unsched-
uled air carrier flights, weight allocations for mail on flights of air
carriers, and air line flight schedules.
(F) Accumulates data and prepares periodic and special reports
on subjects related to the purchase and use of railroad space, and air
carrier weight allocation.
ORGANIZATIONAL RELATIONSHIP,,.-Reports to the supervisor in
charge of the fiscal section in a Postal Transportation Service division
office or other designated supervise r.
(20) POSITION.-POSTMASTER, THIRD-CLASS OFFICE-LEVEL 6.
BASIC FUNCTION.-Is responsibl for all operations of a third-class
post office, including actual performance of mail processing and win-
dow services, disbursement of finds and preparation of required
reports. This office has one part time clerical employee; has annual
receipts of approximately $4,700; has no rural delivery service within
its jurisdiction.
DUTIES AND RESPONSIBILITIES.--
(A) Supervises and conducts the activities of the office in order to
provide prompt and efficient poster=. service to patrons.
(B) Maintains direct contact with the public and gives personal
attention to complaints.
(C) Appoints personnel to serve; in the post office within the limits
prescribed by Departmental and Civil Service Regulations.
(D) Sorts incoming mail for boxholders and general delivery;
faces, cancels, sorts by destination, ties and sacks outgoing mail.
(E) At a window delivers gene .-al delivery mail, issues and cashes
money orders, delivers c. o. d. and customs mail, accepts and delivers
parcel post, registered and insurc;d mail, sells stamps and stamped
paper, and collects box rents.
(F) Makes required deposits ?)f accountable funds; requisitions
stamps and stamped paper; requis Ltions supplies; pays authorized bills
and makes salary disbursements.
(G) Prepares and submits annual estimates of manpower needs and
operating allowances as required.
(H) Maintains required office records; prepares and submits neces-
sary reports in accordance with instructions.
(I) Maintains files for the office.
ORGANIZATIONAL RELATIONSHII,s.-Administratively responsible to
a district manager.
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(21) POSITION.-FOREMAN, MAILS-LEVEL 7.
BASIC FUNCTION.-Supervises a group of employees engaged in
carrying out assigned tasks connected with the processing of incoming
or outgoing mail.
DUTIES AND RESPONSIBILITIES.-
(A) Lays out work for employees; insures attendance to duties and
proper performance of assignments; shifts employees from one assign-
ment to another to meet fluctuations in workload; answers questions
respecting work progress.
(B) Trains new employees and provides continuous on-the-job
training for all employees under his supervision.
(C) Reports unusual difficulties to a general foreman and suggests
solutions. Personally resolves problems of a routine nature.
(D) Keeps required records for such matters as time, mail on hand
and mail processed.
(E) Recommends personnel actions respecting subordinates; main-
tains morale among the employees in the group; adjusts complaints;
supplies leadership necessary to secure maximum interest and effort
from men and promotes cooperation and harmony.
ORGANIZATIONAL RELATIONSHIPS.-Administratively responsible to
a general foreman or other designated superior. Supervises approxi-
mately twenty or more employees.
(22) POSITION.-POSTMASTER, THIRD-CLASS OFFICE-LEVEL 7.
BASIC FUNCTION.-Is responsible for all operations of a third-class
post office, including actual participation in processing of mail and
window services, disbursement of funds and preparation of required
reports. This office has two clerical employees and annual receipts
of approximately $6,000, and rural delivery service within its
jurisdiction.
DUTIES AND RESPONSIBILITIES.-
(A) Supervises the activities of the office in order to provide expe-
ditious handling of the mails, and efficient and courteous postal service
to patrons.
(B) Maintains direct contact with the public and gives personal
attention to complaints.
(C) Appoints personnel to serve in the post office within the limits
prescribed by Department and Civil Service Regulations; selects per-
sonnel and trains them in their respective positions.
(D) Directs the activities of employees; arranges working schedules
of employees and is responsible for the administration of the Efficiency
Appraisal System.
(E) Distributes incoming mail for carrier delivery, boxholders and
general delivery; faces, cancels, distributes, ties and sacks outgoing
mail; performs general delivery window services; issues and cashes
money orders; delivers c.o.d. and customs mail; accepts and delivers
parcel post, registered and insured mail; sells stamps, stamped paper,
savings bonds, postal savings stamps and certificates, migratory and
documentary stamps, and collects box rents.
(F) Checks financial accountability of employees in accordance with
existing instructions; makes daily deposits of accountable funds in
local bank; obtains bids for proposed purchases; requisitions supplies;
issues checks for employees' salaries and other official disbursements.
(G) Prepares annual estimates of manpower needs and operating
allowances for submission as required.
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(H) Prepares reports of a recurring nature, reflecting various trans-
-actions of the office, such as perssonnel salary summaries, retirement
and withholding tax data, cost estimates, money order and bond sum-
maries and schedules of disbursement.
(I) Maintains all files for the o lice.
ORGANIZATIONAL RELATIONSHIPs.-Administratively responsible to
a district manager.
(23) GENERAL FOREMAN.-R. F. O.-LEVEL [8] 7.
BASIC FUNCTION.-Directs mail service operations in a railway post
office train with two or more authorized cars. Supervises a crew of
foremen and clerks whose prima?y function is the distribution and
exchange of mails en route.
DUTIES AND RESPONSIBILITIES,-
(A) Provides for the proper distribution, exchange, and dispatch of
mail regularly assigned for handling in the railway post office cars.
Makes decisions concerning the most expeditious dispatch, rerouting
and utilization of alternative connections involving irregularly
received mail and also in emergency situations.
(B) Directs mail service operations in the railway post office train
including:
(i) Rapid distribution of all classes of mail in accordance with
official diagrams and via most advantageous routing.
(ii) Handling, recording, and protection of registered mails.
(iii) Makeup and exchange of mail at intermediate and terminal
offices.
(iv) Proper utilization of space in each railway post office car
with relation to other story ge space in train, and, except as
charged to transfer clerks, for proper handling of all storage mail
in train.
(v) Loading and unloading of railway post office cars to assure
maximum use of available storage space without additional cost.
(vi) Proper usage of mail Equipment and supplies.
(vii) Maintenance of distribution schemes and schedules of
mail routes in corrected condition.
(C) Supervises the activities of foremen and clerks in the cars and
reassigns them to various dutie:i as may be required to complete
maximum distribution. Instructs clerks on proper practices and
procedures and reports failures to meet operating standards to the
district superintendent.
(D) Inspects condition of railway post office cars and reports to
the railroad company unsatisfact(ry situations.
(E) Completes trip report form covering service operations, includ-
ing particulars of train operation, roster of clerks on duty, mails
received, worked, and dispatched, and mails not worked; prepares a
list of all cars on train in which viail is carried, a record of the mail,
and areport of any irregularities ;n service. Observes and reports to
district superintendent any failur,, of the railroad company to afford
protection to the mail.
(F) May personally distribute letter mail for one or more States,
and maintain record of pouches received and dispatched.
ORGANIZATIONAL RELATIONSHIPs.-Administratively responsible to
a district superintendent or other designated superior. Directs,
through one or more subordinate foremen, clerks assigned to the run.
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(24) POSITION.-ASSISTANT POSTMASTER, SMALL FIRST-CLASS
POST OFFICE-LEVEL [8] 7.
BASIC FUNCTION.-Serves as the overall assistant to the postmaster,
providing general direction and supervision over mails, finance, per-
sonnel, and other related activities. This office has approximately
sixteen employees, annual receipts of approximately $63,000, and eight
carrier routes within its jurisdiction.
DUTIES AND RESPONSIBILITIES.-
(A) Participates in the organization and management of the office
to insure expeditious handling of the mails and to provide courteous
and efficient service to patrons.
(B) Reviews and evaluates recommendations referred to the post-
master by subordinates with respect to promotions and disciplining of
post office personnel; generally oversees the training of all personnel
for their respective positions.
(C) Directs a continuous audit program concerning the account-
ability of responsible finance employees of the office.
(D) Reviews estimates of manpower needs and operating allow-
ances for action of the postmaster.
(E) Analyzes and reports to the postmaster the daily manpower
expenditures and is responsible through designated subordinates for
maintaining proper apportionment of authorized allowances to oper-
ating units.
(F) Gives assistance and direction to key subordinate employees in
planning and executing the mail handling, finance, and administrative
programs of the post office.
(G) Reviews reports and recommendations of subordinates and
attends to administrative matters essential to the management of the
post office.
(H) Represents the postmaster in relationships with the public
in the area, including representation with employee organizations.
(I) May personally handle window transactions and perform work
elsewhere in the office as the workload requires.
(J) Assumes complete responsibility and authority for the post
office in the postmaster's absence and at other times as required.
ORGANIZATIONAL RELATIONSHIPS.-Administratively responsible to
the postmaster.
7. (25) POSITION.-POSTMASTER, SECOND-CLASS OFFICE-LEVEL [8]
BASIC FUNCTION.-Is responsible for all operations of a second-class
post office, including actual participation in processing of mail and
window services, disbursement of funds and preparation of required
reports. This office has approximately six employees, annual receipts
of approximately $16,000, and has rural delivery service within its
jurisdiction.
DUTIES AND RESPONSIBILITIES.-
(A) Supervises and coordinates the activities of the office in order
to provide expeditious handling of the mails, and efficient and courte-
ous postal service to patrons.
(B) Maintains direct contact with the public on administrative
matters and gives personal attention to complaints.
(C) Appoints personnel to serve in the post office within the limits
prescribed by Departmental and Civil Service Regulations; selects
personnel and trains them in their respective positions.
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(D) Directs the activities of eir..ployees; arranges working schedules
of employees; recommends promotions of employees; is responsible
for the administration of the Efficiency Appraisal System.
(E) Distributes incoming mail for carrier delivery, boxholders and
general delivery; faces, cancels, distributes, ties and sacks outgoing
mail; performs general delivery window service; issues and cashes
money orders; delivers c. o. d. and customs mails; accepts and delivers
parcel post, registered and insured mail, sells stamps, stamped paper,
savings bonds, postal savings stamps and certificates, migratory and
documentary stamps, and collects box rents.
(F) Checks financial accountability of employees in accordance
with existing instructions; makes daily deposits of accountable funds
in local bank; obtains bids for pioposed purchases; requisitions sup-
plies; issues checks for employees salaries and other official disburse-
ments.
(G) Prepares annual estimates of manpower needs and operating
allowances for submission as requ red.
(H) Prepares reports of a recur:?,ing nature, reflecting various trans-
actions of the office, such as personnel salary summaries, retirement
and withholding tax data, cost estimates, money order and bond
summaries and schedules of disbursement.
(I) Maintains all files for the office.
ORGANIZATIONAL RELATIONSHIPS.-Administratively responsible to
a district manager.
(26) POSITION.-GENERAL FOREMAN, MAILS-LEVEL [9] 8.
BASIC_FUNCTION.-Directs foremen in the distribution of all or part
of incoming mails, outgoing mails or both, at a first-class post office.
DUTIES AND RESPONSIBILITIES.?
(A) Lays out work for foremen it the beginning of a tour and issues
instructions.
(B) Oversees work in progress i o prevent accumulation of mail.
(C) Insures that mail is distributed in accordance with established
orders and instructions.
(D) Shifts men from one foreman to another to keep mails moving.
(E) Reports difficulties and suggests corrective measures to superior.
(F) Maintains required records.
(G) Assures that adequate on-the-job training is carried out to
promote employee proficiency.
(H) Reviews and forwards reco emendations of foremen respecting
discipline, promotions, or changes in assignments; approves time and
leave requests; submits manpower estimates.
ORGANIZATIONAL RELATIONSHIPS.-Administratively repponsible to
a superintendent or assistant superintendent or other designated
superior. Directs, through approximately four foremen, employees
as assigned.
(27) POSITION.-POSTMASTER, SMALL FIRST-CLASS OFFICE-
LEVEL _[9] 8.
BASIC FUNCTION.-Is responsible for all operations of a first-class
post office, including direction and supervision of mails, finance, per
sonnel, and other related activities. This office has approximately
sixteen employees, annual receipts of approximately $63,000, and city
delivery service consisting of eight .arrier routes within its jurisdiction.
DUTIES AND RESPONSIBILITIES.?
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 Approve iR 0] /~&TRIAA MfP914J01001-1
(A) Organizes the post office to insure expeditious handling of mails
and to provide courteous and efficient service to the patrons.
(B) Maintains direct contact with the public on administrative
matters and gives personal attention to complaints.
(C) Appoints personnel to serve in the post office within the limits
prescribed by Departmental and Civil Services Regulations; deter-
mines that personnel are carefully selected and adequately trained for
their respective positions.
(D) Directs the activities of employees; arranges working schedules
of employees; recommends promotions of employees and is responsible
for the proper administration of the Efficiency Appraisal System.
(E) Checks financial accountability of employees in accordance with
existing instructions; makes daily deposits of accountable funds in
local bank; obtains bids for proposed purchases; requisitions supplies.
(F) Prepares annual estimates of manpower needs and operating
allowances for submission as required.
(G) Prepares reports of a recurring nature, reflecting various trans-
actions of the post office; submits postmaster's accounts with support-
ing vouchers and documents in accordance with existing instructions.
(H) Advertises for bids for various services, including contract sta-
tions, vehicular service, mail messenger service, and vehicular mainte-
nance service, and submits bids, with recommendations, as required.
(I) Directs the maintenance of files for the office.
(J) May personally handle window transactions and perform work
elsewhere in the office as the workload requires.
ORGANIZATIONAL RELATIONSHIPS.--Administratively responsible to
a district manager.
(28) POSITION.-BUILDING SUPERINTENDENT-LEVEL [10] 9.
BASIC FUNCTION.-Directs the anitorial, maintenance, and oper-
ating services of a large post office wilding and branches and stations
covering an aggregate area of approximately 700,000 square feet,
including security, heating and ventilating, mechanical and electrical
equipment, and elevator services.
DUTIES AND RESPONSIBILITIES.-
(A) Plans and prepares work schedules and supervises the custodial
forces in cleaning, heating, guarding, operating, and repairing the
post office building and equipment.
(B) Makes frequent inspections to determine maintenance needs
of the building and equipment, and to determine the efficiency of the
janitorial and maintenance force.
(C) Prepares and answers correspondence relating to custodial
service.
(D) Plans and supervises maintenance or alteration work under
contract.
(E) Supervises the office force in the preparation of vouchers, requi-
sitions and reports incidental to custodial service, and in the mainte-
nance of required accounts and records.
(F) Recommends transfers, promotions, and disciplinary measures
for custodial personnel.
(G) Inspects mechanical equipment to determine repair needs and
adherence to standards of preventive maintenance.
ORGANIZATIONAL RELATIONSHIPS. -Administratively responsible to
the postmaster or other designated superior. Directs, through a gen-
eral foreman of laborers and a chief engineer, approximately 100
employees, including electricians and other skilled trades.
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(29) POSITION.-POSTMASTER, FIRST-CLASS OFFICE-LEVEL [10] 9.
BASic FUNCTION.-Is responsible for all operations of a first-class
post office, including direction and supervision of mails, finance, per-
sonnel, and other related activities. This office has approximately
twenty-seven employees, annual roceipts of $129,000, and eleven city
delivery and rural carrier routes within its jurisdiction.
DUTIES AND RESPONSIBILITIES.--
(A) Organizes the post office to insure expeditious handling of
mails and to provide courteous an I efficient service to the patrons.
(B) Maintains direct contact with the public on administrative
matters and gives personal attention to complaints.
(C) Appoints all personnel to ;verve in the post office within the
limits prescribed by Departmental and Civil Service Regulations;
determines that all personnel are carefully selected and adequately
trained for their respective positio as.
(D) Directs the activities of all employees; supervises arrangement
of working schedules of employe(s; recommends promotions of em-
ployees; and is responsible for the proper administration of the
Efficiency Appraisal System.
(E) Checks financial accounta`)ility of employees in accordance
with existing instructions; makes -laily deposits of accountable funds
in local bank; obtains bids for proposed purchases; requisitions
supplies.
(F) Prepares annual estimates of manpower needs and operating
allowances for submission as required.
(G) Prepares reports of a re:urring nature, reflecting various
transactions of the post office; submits postmaster's accounts with
supporting vouchers and documents in accordance with existing
instructions.
(H) Advertises for bids for various services, including contract
stations, vehicular service, mail messenger service, and vehicular main-
tenance service, and submits bids, with recommendations, as required.
(I) Directs the maintenance of files for the office.
(J) May personally handle window transactions and perform work
elsewhere in the office as the workload requires.
ORGANIZATIONAL RELATIONSHIPs.-Administratively responsible to
a district manager. POSITIO GOING MAILS N. LEVEL -TOUR ] PERINTENDENT, INCOMING OR OUT-10.
BASIC FUNCTION.-Directs genoral foremen in the distribution of
incoming mails or outgoing mails on a tour at a large first-class post
office.
DUTIES AND RESPONSIBILITIES.--
(A) Provides for the prompt and complete operation of a tour
activity, such as incoming mails, outgoing mails, or all first- and third-
class outgoing mails.
(B) Reassigns employees as ne=,essary to meet peakload demands;
provides direction to subordinate foremen, coordinating the portions
of work assigned to them.
(C) Answers questions of subordinate foremen regarding operat-
ing problems; refers policy questions to his superior with appropriate
recommendations.
(D) Reviews requests for personnel actions by subordinate foremen,
recommending final action to superior.
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(E) Reviews estimates of manpower required, consolidating for
recommendation to superior.
ORGANIZATIONAL RELATIONSHIPS.-Administratively responsible to
an assistant superintendent of mails or other designated superior.
Directs, through general foremen, employees assigned to the tour.
(31) POSITION.-POSTMASTER, FIRST-CLASS OFFICE-LEVEL [11]
10.
BASIC FUNCTION.-Is responsible for all operations of a first-class
post office, including direction and supervision of mails, finance, per-
sonnel, and other related activities. This office has approximately
fifty-three employees, annual receipts of $314,000, six Government-
owned vehicle units, no classified stations, and twenty-five city and
rural delivery routes within its jurisdiction.
DUTIES AND RESPONSIBILITIES.-
(A) Organizes the post office to insure expeditious handling of mails
and to provide courteous and efficient service to the patrons.
(B) Maintains direct contact with the public on administrative
matters and gives personal attention to complaints.
(C) Appoints personnel to serve in the post office within the limits
prescribed by Departmental and Civil Service Regulations; deter-
mines that personnel are carefully selected and adequately trained
for their respective positions.
(D) Directs the activities of all employees; supervises arrangement
of working schedules of employees; recommends promotions of em-
ployees and is responsible for the proper administration of the Effi-
ciency Appraisal System.
(E) Checks financial accountability of employees in accordance with
existing instructions; makes daily deposits of accountable funds in
local bank; obtains bids for proposed purchases; requisitions supplies.
(F) Prepares annual estimates of manpower needs and operating
allowances for submission as required.
(G) Prepares numerous reports of a recurring nature, reflecting
various transactions of the post office; submits postmaster's accounts
with supporting vouchers and documents in accordance with existing
instructions.
(H) Advertises for bids for various services, including contract
stations, vehicular service, mail messenger service, and vehicular main-
tenance service, and submits bids, with recommendations, as required.
(I) Directs the maintenance of files for the office.
(J) May personally handle window transactions and perform work
elsewhere in the office as the workload requires.
ORGANIZATIONAL RELATIONSHIPS.-Administratively responsible to
a district manager.
(32) POSITION.-POSTAL INSPECTOR-LEVEL [12] 11.
BASIC FUNCTION.-IS responsible in an assigned territory, usually
including all classes of post offices, for inspection and investigative
programs covering all phases of the postal service. In heavily popu-
lated areas may be assigned a majority of the time to selected types
of work as determined by the inspector-in-charge.
DUTIES AND RESPONSIBILITIES.-ASSIGNED TERRITORY.-
(A) Inspects post offices and related postal units to insure compli-
ance with postal laws and regulations, protection and proper expendi-
ture of postal revenues and appropriated funds, and evaluates and
reports to administrative officials on operational efficiency.
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(B) Maintains close working relationship with regional officials and
submits to them factual information and recommendations on condi-
tions and needs of the postal service; acts as counselor to postmasters
and other postal officials and (mployees in explaining instructions,
regulations, applicable laws and decisions.
(C) Investigates violations of postal laws, including, but not limited
to, armed robbery, mailing of bombs, burglary, theft of mail, embezzle-
ments, obscene literature and pi3tures, and mail fraud.
(D) Determines the validity and seriousness of charges against post-
masters and other officers and employees and makes pertinent
recommendations.
(E) Investigates local and ares operating problems and recommends
corrective action, and within his prescribed jurisdiction, initiates
necessary corrective action, including restoration of service imme-
diately in disaster areas caused by hurricanes, tornadoes, floods, and
other catastrophes.
(F) Maintains liaison activities (i) with military installations to
insure adequate postal service for the military forces; (ii) with Fed-
eral and State civil defense authorities at the area level; (iii) with
branches of Federal and State law enforcement agencies.
(G) Ascertains postal needs f( r post offices and stations, rural and
city delivery, changes in schedules, quarters, equipment, manpower,
and procedures and reports find: ngs and recommendations to appro-
priate officials.
SELECTED CASES.-
(H) Investigates the loss, theft, destruction, and damage to mail
matter through technical analyses of complaints and other specialized
procedures.
(I) Investigates money-order forgeries; investigates complaints of
use of the mails to defraud and t) operate lotteries.
(J) Investigates personal injuries, motor-vehicle and other acci-
dents; develops evidence for defense of suits under the so-called
Federal Tort Claims Act; recommends out-of-court settlements.
(K) In any criminal investigation, develops evidence, locates wit-
nesses and suspects; apprehends ?,nd effects arrests of postal offenders,
presents facts to United States a,,torney, and collaborates as required
with Federal and State prosecutors in presentation before United
States commissioner, grand jury, and trial court.
(L) Surveys postal service on in area basis to ascertain and recom-
mend ways of improving service and effecting economies.
(M) Makes investigations of a variety of other matters and per-
forms related duties as assigned.
ORGANIZATIONAL RELATIONSH] PS.-Responsible to the inspector-in-
charge or the assistant inspector-ii-charge of the division. Supervises
trainees and other inspectors as assigned.
11(33) POSITION.-POSTMASTER, FIRST-CLASS OFFICE-LEVEL [12]
BASIC F]UNCTION.-IS responsi ale for all operations of a first-class
post office, including direction and supervision of mails, finance, build-
ings, personnel, and related services. This office has approximately
seventy-two employees, annual rc ceipts of $797,000, six Government-
owned vehicle units, no classified , tations, and seventeen carrier routes
within its jurisdiction.
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DUTIES AND RESPONSIBILITIES.-
(A) Organizes the post office to insure expeditious handling of the
mails and to provide efficient and courteous postal service to patrons.
(B) Represents the Post Office Department in its relationships
with the public in the area.
(C) Appoints personnel to serve in the post office within the limits
prescribed by Departmental and Civil Service Regulations; determines
that personnel are carefully selected and adequately trained in their
respective positions.
(D) Supervises the administration of the Efficiency Appraisal
System and is responsible for maintaining satisfactory employee rela-
tions with representatives of employee organizations and individual
employees.
(E) Reviews estimates of manpower needs and. operating allow-
ances, submits requests and recommendations as required, and deter-
mines that operations are efficiently carried out and expenditures
authorized in accordance with approved estimates.
(F) Provides for the safeguarding of all moneys, the operation and
maintenance of equipment and other facilities of the post office, and
for the expenditure of funds in accordance with applicable laws and
regulations.
(G) Approves requisitions for supplies and equipment submitted
by operating officials of the post office for submission to the Supply
Center or the Department.
ORGANIZATIONAL RELATIONSHIPS.-Administratively responsible to
a district manager,
(34) POSITION.-STATION SUPERINTENDENT, LARGE CLASSIFIED
STATION-LEVEL [13] 12.
BASIC FUNCTION.-Directs the operations of a large classified sta-
tion, including the distribution, delivery, and dispatch of mail and all
required window services to the public.
DUTIES AND RESPONSIBILITIES.-
(A) Plans and supervises the distribution of incoming and outgoing
mails, the delivery service, including special delivery, and the dispatch
of outgoing mail.
(B) Supervises services to the public at windows, including sales
of stamps and stamped paper, money orders, postal savings stamps
and certificates, migratory and documentary stamps, registry and
insurance of mail; handling of c.o.d. items; general delivery and box
mail.
(C) Supervises city and rural carriers and determines that delivery
schedules are maintained; consults in the adjustment and establish-
ment of routes to reflect changes in volume, patronage, or population;
and recommends establishment or changes in location of collection
boxes.
(D) Directs and maintains required records for personnel of station;
verifies and approves timecards for payroll purposes; makes man-
power estimates and reports; trains new supervisors and employees
in various aspects of station operations.
(E) Requisitions supplies and equipment, stamps, stamped paper,
and accountable forms from main post office, reissuing to subordinates
as required. Is responsible for entire fixed credit of station and for
operation within the allowance granted.
Approved For Release 2003/10/16 : CIA-RDP91-00965R000400140001-1
 Apphdvecs Rte1 +3> Di?3t$1t/t%s P84rW6AR%x,140001-1
(F) Maintains effective relatio: is with large mailers and the public;
simplifies handling of mail, and takes appropriate action to meet
complaints.
(G) In addition, may perform any of the following duties:
(i) Supervises the cleaning and custodial maintenance of the
station building.
(ii) Makes necessary arras gements for special services such as
alien registrations, special cE nsus reports, or handling of special
purpose mailing.
ORGANIZATIONAL RELATIONSHI.?S.-Adnunistratively responsible to
a superintendent of mails or other designated superior. Directs,
through subordinate supervisors, approximately one thousand or more
employees.
(35) -POSITION.-ASSISTANT POSTMASTER. FIRST-CLASS OFFICE-
LEVEL [13] 12.
BASIC FUNCTION.-Serves as thy; overall assistant to the postmaster,
particularly on internal operations, and provides general direction
over the mails, finance, administrative, and service functions of the
post office. The office has app::oximately four hundred and fifty
employees, annual receipts of $;2,700,000, fifty Government-owned
vehicle units, one classified station or branch, and one hundred and
thirty carrier routes within its jur sdiction.
DUTIES AND RESPONSIBILITIES.-
(A) Participates in the organiz Ltion and management of the office
to insure expeditious handling of the mails and to provide courteous
and efficient service to patrons.
(B) Reviews and evaluates recommendations referred to the post-
master by subordinates with respect to promotions and disciplining
of post-office personnel; generally oversees the training of all personnel
for their respective positions.
(C) Directs a continuous audit program concerning the account-
ability of responsible finance employees of the office.
(D) Reviews estimates of manpower needs and operating allow-
ances for action of the postmaster
(E) Analyzes and reports to the postmaster the daily manpower
expenditures and is responsible through designated subordinates for
maintaining proper apportionmen of authorized allowances to oper-
ating units.
(F) Gives assistance and direction to key subordinate officials in
planning and executing the mail hndling, finance, and administrative
programs of the post office.
(G) Reviews reports and recommendations of subordinates and
attends to administrative matters 3ssential to the management of the
post office.
(H) Represents the postmaster in relationships with the public in
the area, including representation with employee organizations.
(I) Carries out special assignn.ents for and as directed by the
postmaster.
(J) Assumes complete responsi'5ility and authority for the post
office in the postmaster's absence rnd at other times as required.
ORGANIZATIONAL RELATIONSHIPS;.-Administratively responsible to
the postmaster.
Approved For Release 2003/10/16 : CIA-RDP91-00965R000400140001-1
 Approve?kEM-.Rtk%lft 1t,Q/i?S.fi lAAlRP QQ9? 14001-1
(36) POSITION.-POSTMASTER, FIRST-CLASS OFFICE-LEVEL [13]
12.
BASIC FUNCTION.-Is responsible for all operations of a first-class
post office, including the direction and supervision of mails, finance,
buildings, personnel, and related services in the main post office,
stations, and branches. This office has approximately one hundred
and eighty employees annual receipts of $1,000,000, twenty-one Gov-
ernment-owned vehicle units, three classified stations, and sixty-five
carrier routes within its jurisdiction.
DUTIES AND RESPONSIBILITIES.-
(A) Organize the post office to insure expeditious handling of the
mails and to provide efficient and courteous postal service to patrons.
(B) Represents the Post Office Department in its relationships
with the public in the area.
(C) Appoints personnel to serve in the post office within the limits
prescribed by Departmental and Civil Service Regulations; deter-
mines that personnel are carefully selected and adequately trained
for their respective positions.
(D) Supervises the administration of the Efficiency Appraisal Sys-
tem and is responsible for maintaining satisfactory employee relations
with representatives of employee organizations and individual
employees.
(E) Reviews estimates of manpower needs and operating allow-
ances, submits requests and recommendations as required, and deter-
mines that operations are efficiently carried out and expenditures
authorized in accordance with approved estimates.
(F) Provides for the safeguarding of all moneys, the operation and
maintenance of equipment and other facilities of the post office, and
for the expenditure of funds in accordance with applicable laws and
regulations.
(G) Approves requisitions for supplies and equipment submitted
by operating officials of the post office for submission to the Supply
Center or the Department.
ORGANIZATIONAL RELATIONSHIPS.-Administratively responsible to
a district manager.
(37) POSITION.-ASSISTANT POSTMASTER, FIRST-CLASS OFFICE-
LEVEL [14] 13.
BASIC FUNCTION.-Serves as the overall assistant to the postmaster,
particularly on internal operations, and provides general direction
over the mails, finance, administrative, and service functions of the
post office. This office has approximately one thousand and two hun-
dred employees, annual receipts of $8,460,000, one hundred and seven-
teen Government-owned vehicle units, sixteen classified stations and
branches, and two hundred and ninety carrier routes within its
jurisdiction.
DUTIES AND RESPONSIBILITIES.-
(A) Participates in the organization and management of the office
to insure expeditious handling of the mails and to provide courteous
and efficient service to patrons.
(B) Reviews and evaluates recommendations referred to the post-
master by subordinates with respect to promotions and disciplining
of post office personnel; generally oversees the training of all personnel
for their respective positions.
(C) Directs a continuous audit program concerning the account-
ability of responsible finance employees of the office.
Approved For Release 2003/10/16 : CIA-RDP91-00965R000400140001-1
 Apptec eiwaseAO@3 '/116es 91 X140001-1
(D) Reviews estimates of manpower needs and operating allow-
ances for action of the postmaster.
(E) Analyzes and reports to ,he postmaster the daily manpower
expenditures and is responsible -,hrough designated subordinates for
maintaining proper apportionmer.t of authorized allowances to operat-
ing units.
(F) Gives assistance and direction to key subordinate officials in
planning and executing the mail handling, finance, and administrative
programs of the post office.
(G) Reviews reports and recommendations of subordinates and
attends to administrative matter,; essential to the management of the
post office.
(H) Represents the postmaster in relationship with the public in
the area, including representation with employee organizations.
(I) Carries out special assignments for and as directed by the post-
master.
(J) Assumes complete respon:;ibility and authority for the post
office in the postmaster's absence and at other times as required.
ORGANIZATIONAL RELATIONSHIPs.-Administratively responsible to
the postmaster.
13(38) POSITION.-POSTMASTER, FIRST-CLASS OFFICE-LEVEL [14]
BASIC FUNCTION.-Is responsi'le for all operations of a first-class
post office, including direction and supervision of mails, finance, build-
ings, personnel, and related services in the main post office, stations,
and branches. This office has approximately four hundred and fifty
employees, annual receipts of $2,700,000, fifty Government-owned
vehicle units, one classified station or branch, and one hundred and
thirty carrier routes within its ju:-isdiction.
DUTIES AND RESPONSIBILITIE.;.-
(A) Organizes the post office t) insure expeditious handling of the
mails and to provide courteous and efficient postal service to patrons.
(B) Represents the Post Office Department in its relationships with
the public in the area.
(C) Appoints personnel to ser-ve in the post office within the limits
prescribed by Departmental and Civil Service Regulations; deter-
mines that personnel are carefull;r selected and adequately trained in
their .respective positions.
(D) Supervises the administration of the Efficiency Appraisal Sys-
tem and is responsible for maintaining satisfactory-employee relations
with representatives of employee organizations and individual
employees.
(E) Reviews estimates of manpower needs and operating allow-
ances, submits requests and recoi emendations as required, and deter-
mines that operations are efficif.ntly carried out and expenditures
authorized in accordance with ap_.)roved estimates.
(F) Provides for the safeguarding of all moneys, the operation and
maintenance of equipment and o her facilities of the post office, and
for the expenditure of funds in accordance with applicable laws and
regulations.
(G) Approves requisitions for supplies and equipment submitted
by operating officials of the post office for submission to the Supply
Center or the Department.
ORGANIZATIONAL RELATIONSHI ?s.-Administratively responsible to
a regional director or other designated superior.
Approved For Release 2003/10/16 : CIA-RDP91-00965R000400140001-1
 Approve4frfl RRSWO?'61p/i &iRINWP04 - W I *001-1
(39) POSITION.-ASSISTANT POSTMASTER, FIRST-CLASS OFFICE-
LEVEL [15] 14.
BASIC FUNCTION.-Serves as the overall assistant to the postmaster,
particularly on internal operations, and provides general direction
over the mails, finance, administrative and service functions of the
post office. This office has approximately three thousand. two hundred
employees, annual receipts of $16,900,000, two hundred. Government-
owned vehicle units, thirty-four classified stations and branches, and
one thousand carrier routes within its jurisdiction.
DUTIES AND RESPONSIBILITIES.-
(A) Participates in the organization and management of the office
to insure expeditious handling of the mails and to provide courteous
and efficient service to patrons.
(B) Reviews and evaluates recommendations referred to the post-
master by subordinates with respect to promotions and disciplining
of post-office personnel; generally oversees the training of all personnel
for their respective positions.
(C) Directs a continuous audit program concerning the account-
ability of responsible finance employees of the office.
(D) Reviews estimates of manpower needs and operating allow-
ances for action of the postmaster.
(E) Analyzes and reports to the postmaster the daily manpower
expenditures and is responsible through designated subordinates for
maintaining proper apportionment of authorized allowances to oper-
ating units.
(F) Gives assistance and direction to key subordinate officials in
planning and executing the mail handling, finance, and administra-
tive programs of the post office.
(G) Reviews reports and recommendations of subordinates and
attends to administrative matters essential to the management of the
post office.
(H) Represents the postmaster in relationships with the public in
the area, including representation with employee organizations.
(I) Carries out special assignments for and as directed by the
postmaster.
(J) Assumes complete responsibility and authority for the post
office in the postmaster's absence and at other times as required.
ORGANIZATIONAL RELATIONSHIPS.-Administratively responsible to
the postmaster.
(40) POSITION.-POSTMASTER, FIRST-CLASS OFFICE-LEVEL [15]
14.
BASIC FUNCTION.-Is responsible for all operations of a first-class
post office, including direction and supervision of mails, finance,
buildings, personnel, and related services in the main post office, sta-
tions and branches. This office has approximately seven hundred em-
ployees, annual receipts of $4,470,000; seventy-seven Government-
owned vehicle units, eight classified stations and branches, and two
hundred carrier routes within its jurisdiction.
DUTIES AND RESPONSIBILITIES.-
(A) Organizes the post office to insure expeditious handling of the
mails and to provide courteous and efficient postal service to patrons.
(B) Represents the Post Office Department in its relationships
with the public in the area.
Approved For Release 2003/10/16 : CIA-RDP91-00965R000400140001-1
 Ap vemi Rsteasai6200N]tOk r&JAhWl3'9 p QQW140001-1
(C) Appoints personnel to serv( in the post office within the limits
prescribed by Departmental and Civil Service Regulations; deter-
mines that personnel are carefully selected and adequately trained
in their respective positions.
(D) Supervises the administration of the Efficiency Appraisal
System and is responsible for maintaining satisfactory employee.rela-
tions with representatives of employee organizations and individual
employees.
(E) Reviews estimates of manpower needs and operating allow-
ances, submits requests and recommendations as required, and deter-
mines that operations are efficiently carried out and expenditures
authorized in accordance with approved estimates.
(F) Provides for the safeguarding of all moneys, the operation and
maintenance of equipment and ogler facilities of the post office, and
for the expenditure of funds in accordance with applicable laws and
regulations.
(G) Approves requisitions for ,,upplies and equipment submitted
by operating officials of the post office for submission to the Supply
Center or the Department.
ORGANIZATIONAL RELATIONSHIP;;.-Administratively responsible to
a regional director or other designated superior.
(41) POSITION.-GENERAL SUPERINTENDENT, PTS DIVISION-
LEVEL [16] 15.
BASIC FUNCTION.-Directs all a 3tivities of a division of the Postal
Transportation Service of averag4, size and complexity in terms of
numbers of employees and in expenditure of funds, or in terms of the
importance of the mail gateways in the division, the volume and
complexity of the mail and mail handling operations, and concentra-
tions which create congestions. Iu responsible for the transportation,
transfer, distribution, and dispatch of mail in transit, and for the
efficient and economical operatior of the division.
DUTIES AND RESPONSIBILITIES.-
(A) Directs and coordinates the activities of subordinate district
superintendents in planning and effectuating the transportation and
processing of transit mail within, entering, or emanating from the
division; confers with officials of commercial carriers regarding mail
handling and transportation, schedules, security of mail in transit,
and rates.
(B) Provides, through his assistants, general supervision over the
activities of the employees of the division. Establishes manpower
controls, effective employee relations, and inspections of personnel
activities, both informally and as required by regulations.
(C) Exercises administrative control over the district superintend-
ents and, through them, the conslitutent field units such as transfer
offices, airmail fields, terminals, railway post office lines, highway post
office lines, and contract carriers su,;h as star routes and mail messenger
routes, and related operating unite; maintains financial control of the
division, reporting on expenditures and requirements as directed.
(D) Maintains liaison with airliies, railroads, trucklines, and other
contract carriers; contacts major publishers, mail-order houses, and
other large volume patrons with respect to mass mailing problems.
(E) Coordinates division activities with those of contiguous divisions
and with other segments of the Post Office Department within the area.
Approved For Release 2003/10/16 : CIA-RDP91-00965R000400140001-1
 Approve oAENyR ,?PABW046'LO/~&~gA WFg$IM9??R 1V001-1
ORGANIZATIONAL RELATIONSHIPS.-Administratively responsibleto
a regional director. Directs, through an assistant and district superin-
tendents, up to three thousand three hundred employees.
(42) POSITION.-ASSISTANT POSTMASTER, LARGE FIRST-CLASS
OFFICE-LEVEL [16] .15.
BASIC FUNCTION.-Serves as the overall assistant to the postmaster,
particularly on internal operations, and provides general direction
over the mails, finance, administrative and service functions of the
post office. This office has approximately eight thousand employees,
annual receipts of $48,000,000, four hundred Government-owned
vehicle units, fifty classified stations and branches, and one thousand
four hundred carrier routes within its jurisdiction.
DUTIES AND RESPONSIBILITIES.-
(A) Participates in the organization and management of the office
to insure expeditious handling of the mails and to provide courteous
and efficient service to patrons.
(B) Reviews and evaluates recommendations referred to the post-
master by subordinates with respect to promotions and disciplining of
post office personnel; generally oversees the training of all personnel
for their respective positions.
(C) Directs a continuous audit program concerning the account-
ability of responsible finance employees of the office.
(D) Reviews estimates of manpower needs and operating allowances
for action of the postmaster.
(E) Analyzes and reports to the postmaster the daily manpower
expenditures and is responsible through designated subordinates for
maintaining proper apportionment of authorized allowances to operat-
ing units.
(F) Gives assistance and direction to key subordinate officials in
planning and executing the mail handling, finance, and administrative
programs of the post office.
(G) Reviews reports and recommendations of subordinates and
attends to administrative matters essential to the management of the
post office.
(H) Represents the postmaster in relationships with the public in
the area, including representation with employee organizations.
(I) Carries out special assignments for and as directed by the post-
master.
(J) Assumes complete responsibility and authority for the post
office in the postmaster's absence and at other times as required.
ORGANIZATIONAL RELATIONSHIPS.-Administratively responsible to
the postmaster.
(43) POSITION.-POSTMASTER, FIRST-CLASS OFFICE-LEVEL [16]
15.
BASic FUNCTION.-Is responsible for all operations of a first-class
post office, including direction and supervision of mails, finance,
buildings, personnel, and related services in the main post office,
stations, and branches. This office has approximately one thousand
two hundred employees, annual receipts of $8,460,000, one hundred
and seventeen Government-owned vehicle units, sixteen classified
stations and branches, and two hundred and ninety carrier routes
within its jurisdiction.
Approved For Release 2003/10/16 : CIA-RDP91-00965R000400140001-1
 App ec$ Releasw20@3t$D/i&sllkA 84AM AQ"140001-1
DUTIES AND RESPONSIBILITIES -
(A) Organizes the post office to insure expeditious handling of
the mails and to provide courteous and efficient postal service to
patrons.
(B) Represents the Post Moe Department in its relationships
with the public in the area.
(C) Appoints all personnel to serve in the post office within the
limits prescribed by Departmental and Civil Service Regulations;
determines that all personnel ara carefully selected and adequately
trained in their respective positions.
(D) Supervises the administraion of the Efficiency Appraisal Sys-
tem and is responsible for maintaining satisfactory employee relations
with representatives of employee organizations and individual
employees.
(E) Reviews estimates of manpower needs and operating allow-
ances, submits requests and recommendations as required, and deter-
mines that operations are efficiently carried out and expenditures
authorized in accordance with approved estimates.
(F) Provides for the safeguard ng of all moneys, the operation and
maintenance of equipment and other facilities of the post office, and
for the expenditure of funds in s ccordance with applicable laws and
regulations.
(G) Approves requisitions for supplies and equipment submitted by
operating officials of the post office for submission to the Supply
Center or the Department.
ORGANIZATIONAL RELATIONSHI ?s. Administratively responsible to
a regional director or other designated superior.
(44) POSITION.-GENERAL SUPERINTENDENT, LARGEST PTS DIVI-
SION--LEVEL [17] 16.
BASIC FUNCTION. -Directs all activities of one of the largest divi-
sions of the Postal Transportation Service in terms of numbers of
employees and in expenditure of funds, as well as in terms of the
importance of the mail gateways in the division, the volume and
complexity of the mail and mail handling operations, and concentra-
tions which create congestions. J.s responsible for the transportation,
transfer, distribution, and dispatch of mail in transit, and for the
efficient and economical operation: of the division.
DUTIES AND RESPONSIBILITIES . -
(A) Directs and coordinates ti.e activities of subordinate district
superintendents in planning and effectuating the transportation and
processing of transit mail withi., entering, or emanating from the
division; confers with officials of commercial carriers regarding mail-
handling and transportation schedules, security of mails in transit,
and rates.
(B) Provides, through his assistants, general supervision over the
activities of the employees of the division. Establishes manpower
controls, effective employee relations, and inspections of personnel
activities, both informally and as required by regulations.
(C) Exercises administrative control over the district superintend-
ents and, through them, the con 3tituent field units such as transfer
offices, air mail fields, terminals, railway post office lines, highway post
office lines, and contract carriers f uch as star routes and mail messen-
Approved For Release 2003/10/16 : CIA-RDP91-00965R000400140001-1
 Approv WFAK ' iV8ffA ;9RA0ATACLlW94 N MAR0169001-1
ger routes, and related operating units; maintains financial control
of the division, reporting on expenditures and requirements as directed.
(D) Maintains liaison with airlines, railroads, trucklines, and other
contract carriers; contacts major publishers, mail-order houses, and
other large volume patrons with respect to mass mailing problems.
(E) Coordinates division activities with those of contiguous divi-
sions and with other segments of the Post Office Department within
the area.
ORGANIZATIONAL RELATIONSHIPS.-Administratively responsible to
a regional director. Directs, through an assistant and district super-
intendents, approximately three thousand three hundred or more
employees.
(45) POSITION.-ASSISTANT POSTMASTER, LARGEST FIRST-CLASS
OFFICE-LEVEL [17] 16.
BASIC FUNCTION.-Serves as the overall assistant to the postmaster,
particularly on internal operations, and provides general direction
over the mails, finance, administrative, and service functions of the
post office. This office has approximately twenty thousand employees,
annual receipts of $140,000,000, one thousand one hundred Govern-
ment-owned motor-vehicle units, sixty-six classified stations and
branches, and three thousand two hundred carrier routes within its
jurisdiction.
DUTIES AND RESPONSIBILITIES.-
(A) Participates in the organization and management of the office
to insure expeditious handling of the mails and to provide courteous
and efficient service to patrons.
(B) Reviews and evaluates recommendations referred to the post-
master by subordinates with respect to promotions and disciplining of
post-office personnel; generally oversees the training of all personnel
for their respective positions.
(C) Directs a continuous audit program concerning the account-
ability of responsible finance employees of the office.
(D) Reviews estimates of manpower needs and operating allow-
ances for action of the postmaster.
(E) Analyzes and reports to the postmaster the daily manpower
expenditures and is responsible through designated subordinates for
maintaining proper apportionment of authorized allowances to
operating units.
(F) Gives assistance and direction to key subordinate officials in
planning and executing the mail handling, finance, and administrative
programs of the post office.
(G) Reviews reports and recommendations of subordinates and
attends to administrative matters essential to the management of the
post office.
(H) Represents the postmaster in relationships with the public in
the area, including representation with employee organizations.
(I) Carries out special assignments for and as directed by the
postmaster.
(J) Assumes complete responsibility and authority for the post
office in the postmaster's absence and at other times as required.
ORGANIZATIONAL RELATIONSHIPS.-Administratively responsible to
the postmaster.
Approved For Release 2003/10/16 : CIA-RDP91-00965R000400140001-1
 Apprql6ed ~1A Ill ~ / ?1FY0 14; RRQ9aT @4j2g40001-1
16(46) POSITION.-POSTMASTEi-i, FIRST-CLASS OFFICE-LEVEL [17]
BASIC FUNCTIONS.-Is responsible for all operations of a first-class
post office, including direction and supervision of mails, finance, build-
ings, personnel, and related services in the main post office and stations
and branches. This office has approximately three thousand two
hundred employees, annual receipts of $16,900,000, two hundred Gov-
ernment-owned vehicle units, thirty-four classified stations and
branches, and one thousand carrier routes within its jurisdiction.
DUTIES AND RESPONSIBILITIES.-
(A) Organizes the post office to insure expeditious handling of the
mails and to provide courteous ?tnd efficient postal service to patrons.
(B) Represents the Post Office Department in its relationships with
the public in the area.
(C) Appoints personnel to serve in the post office within the limits
prescribed by Departmental and Civil Service Regulations; determines
that personnel are carefully sele 3ted and adequately trained for their
res ectivo positions.
~D) Supervises the administration of the Efficiency Appraisal
System and is responsible for maintaining satisfactory employee rela-
tions with representatives of er iployee organizations and individual
employees.
(E) Reviews estimates of manpower needs and operating allow-
ances, submits requests and rec(-mmendations as required, and deter-
mines that operations are efficiently carried out and expenditures
authorized in accordance with approved estimates.
(F) Provides for the safeguarding of all moneys, the operation and
maintenance of equipment and )they facilities of the post office, and
for the expenditure of funds in accordance with applicable laws and
regulations.
(G) Approves requisitions for supplies and equipment submitted by
operating officials of the post office for submission to the -Supply
Center or the Department.
ORGANIZATIONAL RELATIONSHIP s.-Administratively responsible to
a regional director or other designated superior.
(47) POSITION.-POSTMASTER., LARGE FIRST-CLASS OFFICE-
LEVEL [18] 17.
BASIC FUNCTION.-Is responsible for all operations of a large first-
class post office, including direction and supervision of mails, finance,
buildings, personnel, and relate(t services in the main post office and
stations and branches. This office has approximately eight thousand
employees, annual receipts of $4 3,000,000, four hundred Government-
owned vehicle units, fifty classified stations and branches, and one
thousand four hundred carrier r,)utes within its jurisdiction.
DUTIES AND RESPONSIBILITIES.-
(A) Organizes the post office to insure expeditious handling of
the mails and to provide tour,eous and efficient postal service to
patrons.
(B) Represents the Post Office Department in its relationships
with the public in the area.
(C) Appoints personnel to serve in the post office within the limits
prescribed by Departmental ai,d Civil Service Regulations; deter-
Approved For Release 2003/10/16 : CIA-RDP91-00965R000400140001-1
 Approvg j,ARY f~At3E FI OR ~A l-ANtSDg R0~W992#R01,f 001-1
mines that personnel are carefully selected and adequately trained for
their respective positions.
(D) Supervises the administration of the Efficiency Appraisal Sys-
tem and is responsible for maintaining satisfactory employee rela-
tions with representatives of employee organizations and individual
employees.
(E) Reviews estimates of manpower needs and operating allow-
ances, submits requests and recommendations as required, and deter-
mines that operations are efficiently carried out and expenditures
authorized in accordance with approved estimates.
(F) Provides for the safeguarding of all moneys, the operation and
maintenance of equipment and other facilities of the post office, and
for the expenditure of funds in accordance with applicable laws and
regulations.
(G) Approves requisitions for supplies and equipment submitted
by operating officials of the post office for submission to the Supply
Center or the Department.
ORGANIZATIONAL RELATIONSHIPS.-Administratively responsible to
a regional director or other designated superior.
(48) POSITION.-POSTMASTER, LARGEST FIRST-CLASS OFFICE-
LEVEL [19] 18.
BASIC FUNCTION.-Is responsible for all operations of one of the
largest first-class offices, including direction and supervision of mails,
finance, buildings, personnel, and related services in the main post
office, stations and branches. This office has approximately twenty
thousand employees, annual receipts of $140,000,000, one thousand one
hundred Government-owned vehicle units, sixty-six classified stations
and branches, and three thousand two hundred carrier routes within
its jurisdiction.
DUTIES AND RESPONSIBILITIES.-
(A) Organizes the post office to insure expeditious handling of the
mails and to provide courteous and efficient postal service to patrons.
(B) Represents the Post Office Department in its relationships with
the public in the area.
(C) Appoints personnel to serve in the post office within the limits
prescribed by Departmental and Civil Service Regulations; deter-
mines that personnel are carefully selected and adequately trained in
their respective positions.
(D) Supervises the administration of the Efficiency Appraisal Sys-
tem and is responsible for maintaining satisfactory employee rela-
tions with representatives of employee organizations and individual
employees.
(E) Reviews estimates of manpower needs and operating allow-
ances, submits requests and recommendations as required, and deter-
mines that operations are efficiently carried out and expenditures au-
thorized in accordance with approved estimates.
(F) Provides for the safeguarding of all moneys, the operation and
maintenance of equipment and other facilities of the post office, and
for the expenditure of funds in accordance with applicable laws and
regulations.
(G) Approves requisitions for supplies and equipment submitted
by operating officials of the post office for submission to the Supply
Center or the Department.
ORGANIZATIONAL RELATIONSHIPS.-Administratively responsible to
a regional director.
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 Appre~L?ArR~~i~n~s~~~ 40001 -1
(49) POSITION.-REGIONAL DIRECTOR--LEVEL [20] 19.
BASIC FUNCTION.-Directs the management of all postal activities
within the jurisdiction of an assigned region in accordance with
basic departmental policies and with functional direction and guidance
from Assistant Postmasters General.
DUTIES AND RESPONSIBILITIE;,.-
(A) Develops and formulates policies and practices for the region
within basic policies and instructons of the Postmaster General.
(B) Manages post office operations.
(C) Administers routing, -distribution, and transportation of mail
within and in transit through the region.
(D) Arranges for the provision of adequate facilities and equipment
for all postal functions in the regon.
(E) Administers the personnel program of the region, including
employment, placement, trainin?; evaluation of positions, employee
relations, and other personnel functions.
(F) Authorizes and issues allowances for all expenditures and
exercises budgetary controls.
(G) Administers cost reduction programs and provides industrial
engineering services to operating segments of the region.
(H) Maintains effective publii, relations with the general public,
larOe mail users, and with Federal, State, and municipal authorities.
RGANIZATIONAL RELATIONSHIPS.-Administratively responsible to
the Deputy Postmaster General. Directs, through subordinate offi-
cials, approximately thirty thousand to thirty-five thousand employees
in some three thousand offices within the region.
SEC. 301. (a) There is established a basic salary schedule for posi-
tions in the postal field service which shall be known as the Postal
Field Service Schedule, and for which the symbol shall be `-PFS".
Except as provided in sections 302 and 303 of this Act, basic salary
shall be paid to all employees in accordance with this schedule.
Approved For Release 2003/10/16 : CIA-RDP91-00965R000400140001-1
 Approv , F ~ O~aGi;A~I DAP ~O~ ~ 0'FM001-1
90 POSTAL FIELD SERVICE SCHEDULE Nlk
1____________________________
$3,095
$3,205
$3,315
$3,426
$3,535
$3,645
$3,755
Temporary rato__
3,170
3,285
3,400
3,515
3,630
3,745
3,860
2______________________________
3,320
3,435
3,550
3,665
3,780
3,895
4,010
Tomporaryrate _-_-___---__
_
3,405
3
580
3,525
705
3
3,645
3
836
3,765
955
3
3,885
4
080
4,005
4
205
4,125
4
330
_____
3________________________
Temporary rate ------------
,
3,670
,
3,800
,
3,930
,
4, 060
,
4,190
,
4,320
,
4, 450
4---
3,935 3,935
4,070
4,205
4,340
4,475
4,610
4,745
Temporaryrate
4,036
4,175
4,316
4,455
4,595
4,735
4,876
5______________________________
4,170
4,305
4,440
4,575
4,710
4,845
4,980
Temporary rate ------------
4,275
4,416
4, 555
4,695
4,835
4,076
5,115
6_______
4,505
4,655
4,805
4,955
5,105
5,255
5,405
Temporary rato
4,620
4,775
4,930
5,085
5,240
5,395
5,550
7______________________________
4,870
5,035
5,200
5,365
5,530
5,695
6,860
Temporary rate------------
4,990
5,160
5,330
5, 500
5, 670
5, 840
6,010
8______________________________
5,265
5,440
5,625
5,810
5,995
6,180
6,365
Temporary rate ------------
5,385
5,575
5,765
5,955
6,145
6,335
6, 525
9______________________________
5,675
5,875
6,075
6,275
6,475
6,675
6,875
Temporary rate ------------
5,815
6,020
6, 225
6, 430
6, 635
6, 840
7, 045
10______________________________
6,235
6,450
6,665
6,880
7,095
7,310
7,525
Temporary rate ------------
6,390
6,610
6,830
7,050
7,270
7,490
7, 710
11______________________________
6,860
7,095
7,330
7,565
7,800
8,035
8,270
Temporary rate ------------
7,030
7,270
7,510
7,750
7,990
8,230
8,470
12------- ----------------------
7,545
7,805
8,065
8,325
8,585
8,845
9,105
Temporary rate ------------
7, 735
8,000
8,265
8,530
8,796
9,060
9, 325
13______________________________
8,310
8,590
8,870
9,150
9,430
9,710
9,991
Temporary rate ----------- _
8,520
8,805
9,090
9,375
9,660
9,945
10,231
14______________________________
9,140
9,440
9,740
10,040
10,340
10,640
10,941
Temporary rate ----------- -
9,370
9,680
9,990
10,300
10,610
10,920
11,23(
15______________________________
10,050
10,375
10,700
11,025
11,350
11,765
12,001
Temporary rate------------
10, 300
10,635
10,070
11,305
11,640
11,976
12,31C
16______________________________
11,075
11,400
11,725
12,050
12,375
12,700
13,025
Temporary rate------------
11,350
11,686
12,020
12,355
12,690
13,025
13,36(
17______________________________
12,255
12,580
12,905
13,230
13,555
13,880
14,201
Temporary rate ------------
12,560
12,895
13,230
13,565
13,900
14,235
14,57(
18______________________________
13,760
14,085
14,410
14,735
15,060
15,386
15,56(
Temporary rate -------------
14,105
14,440
14,775
15,110
15,445
15,780
15,78(
19---------------
15,050
15,375
15,700
15,900
..........
..........
..........
Temporary rate:::::::___._
15,425
15,760
15,900
________
.
__________
.
__________
.
----------
20 ---------------
16,000
----------
----------
----------
----------
----------
----------
IN
------------------------------------------
$3,950
$4,086
$4, 220
$4,850
$4,480
04,610
2------------------------------------------
4,250
4,890
4,630
4,670
4,810
4,950
8------------------------------------------
4,650
41800
4,955
5,110
5,265
5,420
4-------------------------------------
4,990
6,146
5,300
5,455
5,610
5,785
5--------------------------------- ---------
5,840
5,505
5,670
5,835
6,000
6,165
6--------------------------------- ?-------
5,710
5,885
6,060
6,285
6,410
6,685
7------------------------------------------
6,200
6,400
6,600
6,800
7,000
7,200
8--------------------------------- ---------
6,730
6,960
7,170
7,890
7,610
7, 830
9--------------------------------- ---------
7,660
7,690
7,830
8,070
8,310
8,550
10--------------------------------- --------
8,100
8,860
8,600
8,850
9,100
9,850
11-----------------------------------------
8,900
9,190
9,480
9,770
10, 060
10,850
12-----------------------------------------
9,700
10,000
10,800
10,600
10, 900
11,200
18-----------------------------------------
10,700
11,030
11,860
11,690
12,020
12,850
14-----------------------------------------
11,900
12,260
12,600
12,950
13,600
18,650
15-----------------------------------------
13,000
18,375
13,750
14,125
14,600
14,876
16-----------------------------------------
14,200
14,675
14,950
15,326
15,700
16,075
17-----------------------------------------
15,900
16,275
16,650
17,025
17,400
17,775
18-----------------------------------------
17,400
17,775
18,150
18,525
18,900
19,275
19-----------------------------------------
18,000
18,375
18,750
19,125
19,500
Approved For Release 2003/10/16 : CIA-RDP91-00965R000400140001-1
 Apprq4ed AqAft I to@ftRPW/f RRF9a 6-%%Qg422j40001-1
SEC. 302. (a) There is establis led a basic salary schedule which shall
be known as the Rural Carrier Schedule, and for which the symbol
shall be "RCS", for carriers in th; rural delivery service, which is based
in part on fixed compensation per annum and in part on specified
rates per mile per annum. Basil salary shall be paid to rural carriers
in accordance with this schedule.
Per annum rates and steps
1
2
3
4
5
6
7
Carriers in rural delivery service:
Fixed compensation per annum----------
$1 841
$1, 896
$1, 951
$2, 006
$2,061
$2,116
$2,171
Temporary rate______________________
1 941
2, 001
2,061
2,121
2,181
2,241
2,301
Compensation per mile per annum for
h
il
t
30
il
f
eac
m
m
e up
o
es o
route--------
For each mile of route over 30 miles-_ ____
65
22
67
22
69
22
71
22
73
22
75
22
77
22
Temporary carriers in rural delivery service
on routes to which no regular carrier is
assigned:
Fixed compensation per annum----------
1.841
________
________
________
________
________
--------
Temporary rate----------------------
1 941
--------
--------
--------
--------
-
Compensation per mile per annum for
h
il
-------
--------
eac
m
e up to 30 miles of route--------
For-each mile of route over 30 miles
65
22
_
_
Temporary carriers in rural delivery service
on routes having regular carriers absent
without pay or on military leave___________
11)
(1)
(Q
(1)
(1)
(1)
(1)
Substit ate carriers in rural delivery service on
routes having carriers absent with pay -----
i L)
(1)
(~)
(1)
(1)
(1)
(1)
Per annum rates and steps
Carriers in rural delivery service:
Fixed compensation per annum _.._____________. ____
Compensation per mile per annum for each mile up
to 30 miles of route -------------------------------
For each mile of route over 30 miles- _.---------------
Temporary carriers in rural delivery service on routes to
which no regular carrier is assigned:
Fixed compensation per annum_______________
Compensation per mile per annum for each mile up
to 30 miles of route_______________________________
For each mile of route over 30 miles_____________ ____
Temporary carriers in rural delivery service on routes;,av-
lug regular carriers absent without pay or on military
leave -------------------------------------------- ---
Substitute carriers is rural delivery service on routes r,av-
{ng carriers absent with pay--------------------------
2,590
70
25
$2, 780
7.4
25
$2, 970
78
25
80
25
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 Appr~~q.fFcgMlg4;9~l~ :-p1 -p~0400?0001-1
(c) The Postmaster General may pay such additional compensation
as he may determine to be fair and reasonable in each individual case
to rural carriers serving heavily patronized routes not exceeding sixty-
one miles in length. He may not pay additional compensation to a
carrier serving such a route in an amount which would exceed [$5,165
during the period referred to in section 304(c) or $5,035 thereafter]
$6,165, when added to the basic salary for the maximum step in the
Rural Carrier Schedule for his route. In case any such heavily
patronized route is extended in length, the rural carrier assigned to
such route at the time of such extension shall not be reduced in pay.
FOURTH-CLASS OFFICE SCHEDULE
SEC. 303. (a) There is established a basic salary schedule which
shall be known as the Fourth-Class Office Schedule, and for which the
symbol shall be "FOS", for postmasters in post offices of the fourth
class which is based on the gross postal receipts as contained in returns
of the post office for the calendar year immediately preceding Basic
salary shall be paid to postmasters in post offices of the fourth class in
accordance with this schedule, and basic salary so paid, together with
other forms of compensation provided by this Act, shall replace all
existing forms of compensation for such postmasters.
rUU1LTh-ULAW3 0l'N1UE 3UHEllULE
Per annum rates and steps
Gross receipts
1
2
3
4
5
6
7
$1,300 to $1,499.99-----------------------------
$2,703
$2,703
$2,883
$2, 973
$3,063
$3,153
$3, 243
Temporary rate--------------------------
2,771
2,863
2 955
3, 047
3,139
3,231
3,323
$900 to $1,299.99- - ----------------------------
2,477
2, 559
2,641
2, 723
2805
2,887
2,069
Temporary rate--------------------------
2,539
2,623
2, 707
2,791
2 2,875
,
2,059
3,043
$600 to $899.99--------------------------------
2,027
2094
2,161
2228
2
295
2,362
2,429
Temporary rate--------------------------
2,078
2,148
2,218
2, 288
2,358
,
2,428
,
2,498
$350 to $599.90--------------------------------
1,577
1,629
1,681
1,733
1
785
837
1
1,889
Temporary rate--------------------------
1,616
1, 669
1, 722
1, 775
1,828
1,881
1, 934
$250 to $349.99--------------------------------
1,127
1,164
1,201
1,238
1,276
1,312
1,349
Temporary rate--------------------------
1,155
1,193
1,231
1,269
1, 307
1, 346
1,383
,
$200 to $240.99 --------------------------------
901
931
961
991
1,021
1,051
1
081
Temporary rate--------------------------
$100 to $199.90--------------------------------
924
676
954
698
984
720
1,014
742
1,044
764
1, 074
786
1,104
808
Temporary rate--------------------------
693
715
737
759
781
803
825
Under $100-----------------------------------
450
465
480
495
510
525
540
Temporary rate--------------------------
461
476
491
606
521
536
551
$1,300 to $1,499.99--------------
$2,900
$2,990
$3,080
$3,170
$8,260
$8,850
$900 to $1,899.99---------------------------------------
2,660
2,746
2,889
9,918
3,004
8,090
$600 to $899.99-----------------------------------------
2,176
2,245
2,815
2,385
2,465
2,525
$350 to $599.99-----------------------------------------
1, 990
2,044
2,098
2,169
2,206
2,260
$250 to $349.99--------------- -------------------------
1,170
1,209
1, 248
1,287
1, 826
1, 966
$900 to $949.99-----------------------------------------
$100 to $199.99-----------------------------
965
728
998
769
1, 027
776
1:068
1:089
824
1,848
8
Under $100-?-------------------------------
484
499
514
800
644
569
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 Appnveckf ii,$ A?093J$W%g2CILA PNpWf QMQQ140001-1
SEc. 404. (a) There are established for each employee longevity
steps A, B, [and C] C, and D. For each promotion to a longevity
step--
(1) each postmaster at a post office of the fourth class shall
receive an amount equal to [5] 10 per centum of his basic salary,
or [$100] $200 per annum, whichever is the lesser, and
(2) each employee (other :han a postmaster at a post office of
the fourth class) shall receive [$100] $200 per annum.
In computing the percentage incrE ase under this subsection the amount
of the increase shall be rounded to the nearest dollar. A half dollar
or one-half cent shall be rounder, to the next highest dollar or cent,
respectively.
(b) Each employee shall be aisigned to-
(1) longevity step A at tho beginning of the pay period follow-
ing the completion of [thirteen] ten years of service;
(2) longevity step B at thy; beginning of the pay period follow-
ing the completion of [eight eenJ fifteen years of service; [and]
(3) longevity step C at thy; beginning of the pay period follow-
ing the completion of [twer.ty-five] twenty years of service[.];
and
(4) longevity step D at the beginning of the pay period following
the completion of twenty-five years of service.
CLASSIFICATION ACT OF 1949, AS AMENDED
TITLE III-BASIS FOR CLASSIFYING POSITIONS
SEc. 303. (a) No appropriated funds shall be used to pay the com-
pensation of any officer or employee who places a supervisory position
in a class and grade solely on the ;)axis of the size of the group, section,
bureau, or other organization unit or the number of subordinates
supervised. Such factors may bo given effect only to the extent war-
ranted by the work load of the organization unit and then only in
combination with other factors, such as the kind, difficulty, and con-
plexity of work supervised, the degree and scope of responsibility
delegated to the supervisor, and the kind, degree, and character of
the supervision actually exercised.
(b) The incumbent of a positi rn subject to this Act who exercises
supervisory authority over one or more employees who are compensated
according to the prevailing-rate sy 3tem shall be so compensated that his
salary shall exceed by not less than 5 per centum the rate of compensation
of the employee who in the group supervised receives the highest rate of
compensation determined according to such prevailing-rate system.
TITLE IV-PREPARATION AND PUBLICATION OF
STANDARDS
SEc. 401. (a) The Commissior.=, after consultation with the depart-
ments, shall prepare standards I or placing positions in their proper
classes and grades. The Commission is authorized to make such
inquiries or investigations of the luties, responsibilities, and qualifica-
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 Approved For Release 2003/10/16 : CIA-RDP91-00965R000400 40001-1
SALARY INCREASES FOR POSTAL AND OTHER EMPLOYEES 77
Lion requirements of positions as it deems necessary for this purpose.
In such standards the Commission shall (1) define the various classes
of positions that exist in the service in terms of duties, responsibilities,
and qualification requirements; (2) establish the official class titles;
and (3) set forth the grades in which such classes have been placed
by the Commission. At the request of the Commission, the depart-
ments shall furnish information. for and cooperate in the preparation
of such standards. Such standards shall be published in such form
as the Commission may determine.
(b) The-Commission shall keep such standards up to date. From
time to time, after consultation with the departments to the extent
deemed necessary by the Commission, it may revise, supplement, or
abolish existing standards, or prepare new standards, so that, as
nearly as may be practicable, positions existing at any given time
within the service will be covered by current published standards.
(c) The official class titles so established shall be used for personnel,
budget, and fiscal purposes, but this requirement shall not prevent the
use of organizational or other titles for internal administration, public
convenience, law enforcement, or similar purposes.
(d) Standards published by the Commission shall be made available
by each department upon request to any employee occupying a position
subject to this Act.
TITLE V-AUTHORITY AND PROCEDURE
SEC. 501. (a) * * *
(b) Any employee or employees (including any officer or officers)
affected or any department may request at any time that the Com-
mission exercise the authority granted to it under subsection (a) and
the Commission shall act upon such request. The employee or em-
ployees making such request shall be assured of the right to discuss in
person with an official representative of the Commission the duties and
responsibilities of the position or positions affected, and shall not be
subject to any form of restraint, coercion, or intimidation by anyone in a
position of supervisory or administrative authority.
SEC. 502. (a) Except as otherwise provided in this title, each
department shall place each position tinder its jurisdiction and to
which this Act applies in its appropriate class and grade in conform-
ance with standards published by the Commission or, if no published
standards directly apply, consistently with published standards. A
department may, whenever the facts warrant, change any position
which it has placed in a class or grade under this subsection from such
class or grade to another class or grade, but before a position may be
changed to a lower grade the head of the agency or his designate shall
certify that there has been a significant change in the duties and respon-
bilities of the position since it was allocated to the grade to which it is
currently assigned. Such actions of the departments shall be the basis
for the payment of compensation and for personnel transactions until
changed by certificate of the Commission.
Approved For Release 2003/10/16 : CIA-RDP91-00965R000400140001-1
 Approygd FsK1W Jq 1P6J6 Pc LRW~169RR~5
PJWAS40001-1
SEC. 603. (a) * * *
(b) The compensation schedule for the General Schedule shall be
as follows :
Grade
Per annum rates
GS-1--------------------- _----------- $2,160
$3,055
$3,150
$3,245 $3,340 $3,435
$3,630
GS-2 --------------------------------- 3, 155
3,350
3,445
,
3,640 3,635 3,730
3,825
08-3------------ _-------------------- 3, 195
3,590
3
685
3,780 3,875 3,070
4,065
GS-4_____________-------------------- 3,155
3,850
3,945
,
4,040 4,135 4,230
,
4,325
OS-5 --------------------------------- 4,?140
4,190
4
340
4
490 4,640 4,790
4,940
GS-6------------------------------- __ 4, 690
4,640
4,790
4,940 5,090 5,240
5,390
GS-7------------------------ --------- 4,380
5,130
5,280
5,430 5,580 5,730
5,880
GS-8 --------------------------------- 5, 170
5,620
5,770
5,920 6,070 6,220
6,370
GS-9--------------------- _--------- __ 5, )85
I
6,135
6,285
6,435 6,685 6,735
6,885
GS-10 -------------------------------- 6, @5
6,655
6,805
6,955 7,105 7,255
7,405
GS-11------ _------------------------- 7,030
7,270
7,510
7,750 7,990 8,230
------
CIS-12 ________________________________ 8, 130
8,670
8,810
9,050 9,290 9,630
------
OS-13 -------------------------------- 9, 390
10,130
10,370
10,610 10,850 11,090
------
09-14 --------------- ---------------- 11, 155
11,596
11,835
12,075 12,316 12,565
------
cis-is ________________________________ 12, '70
13,070
13,370
13,670 13,970 ______
------
OS-16 _______________________________
14, .90
14,430
14,670
14,910 15,150 ______
------
_
GS-17 -------------------------------15,3175
15,615
15,855
16,095 16,336 ______
------
GS-18 17,.00
------
------
------ ------ ------
------
(id-I-------------
$3, 220
$8,880
$3,440
$3,550
$8,660
$3,770
$6,880
$8,990
$4,100 04,210
$4,320
US-2-------------
8,555
8,670
3,785
3,900
4,015
4,130
4,245
4,860
4,475 4,590
4
705
0 S-,6-------------
8,825
8,945
4,085
4,185
4,805
4,425
4,545
4,665
4,785 4,905
,
6,025
0S 4_____________
4,115
4,240
4,865
4,490
4,616
4,740
4,885
4,990
5,116 5,840
6,565
US6_____________
4,440
4,685
4,880
5,026
5,$20
5,415
5,610
6,805
6,000 __
------
OS-6 _ _ _ __ _ _ _ __ __ _
4,955
6,165
5,855
5,565
5,755
5,955
6,155
6,356
6,655 __
7_____________
6,510
5,716
5,920
6,125
6,830
6,585
6,740
6,946
7,150 ______
______
0S-8_____________
6,066
6,275
6,485
6,696
6,905
7,115
7,825
7,635
7,745 ______
------
GS-9 -------------
6,646
6,860
7,076
7,290
7,505
7,720
7,935
8,150
8,865 ______
------
GS-10 ------------
7,240
7,480
7,680
7,900
8,120
8,840
8,560
8,780
9,000 ______
------
GS-11 ------------
7,916
8,250
8,585
8,920
9,255
9,590
9,925
______
______ ______
------
OS-12 ------------
9,440
9,780
10,120
10,460
10,800
11,140
11,480
------
------ ------
------
GS-18 ------------
11,185
11,630
11,875
12,220
12,665
12,910
13,256
______
______ ______
------
OS-14 ------------
12,750
18,100
13,450
13,800
14,160
14,600
14,850
______
______ ______
------
as-15 ------------
14,260
14,665
15,070
16,475
16,880
16,286
______
______
______ ______
------
GS-16 ------------
15,465
15,875
18,285
18,695
17,105
17,515
______
------
_
GS-17 ------------
16,685
17,050
17,405
17,880
18,295
18,710
______
______
------
GS-18 ------------
18,600
19,060
19,600
------
------
------
------
------
------ ------
------
SEC. 701. (a) Each. officer wr employee compensated. on a per annum
basis, and occupying a perrianent position within the scope of the
compensation schedules fixed by this Act, who has not attained the
maximum scheduled rate of compensation for the grade in which his
position is placed, shall be a,lvanced in compensation successively to
the next higher rate within the grade at the beginning of the next
pay period following the conipletion of [(1)] each fifty-two calendar
weeks of [service if his position is in a grade in which the step-increases
are less than $200, or (2) cacti seventy-eight calendar weeks of service
if his position is in a grade in which the step-increases are $200 or
more] service, subject to the following conditions[:]-
(A) [That] that no equivalent increase in compensation from
any cause was received during such period, except increase made
pursuant to section 702 -)r 1002;
(B) [That] that he hi,s a current performance rating of [Satis-
factory] "satisfactory" or better; and
(C) [That] that the benefit of successive step-increases shall
be preserved, under red:ulations issued by the Commission for
officers and employees whose continuous service is interrupted
in the public interest b y service with the Armed Forces or by
service in essential non-Government civilian employment during
a period of war or national emergency.
* * * * * *
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SALARY INCREASES FOR POSTAL AND OTHER EMPLOYEES 79
SEC. 703. (a) [Subject to subsection (b) and as a reward for long
and faithful service, each department shall grant an additional step-
increase (to be known as a longevity step-increase) beyond the maxi-
mum scheduled rate of the grade in which his position is placed, to
each officer or employee for each three years of continuous service
completed by him at such maximum rate or at a rate in excess thereof
authorized by this section without increase in grade or rate of basic
compensation except such increase as may be prescribed by any pro-
vision of law of general application. Officers and employees who are
otherwise eligible shall receive full credit under this subsection for
service at the maximum authorized salary rate specified in the Bach-
arach Act of May 29, 1928, as amended and supplemented, and the
Reed-Jenkins Act of May 29, 1928, as amended to the same extent
as if such service had been at the maximum rate of a grade of the
Classification Act of 1923, as amended.] Subject to subsection (b),
and as a reward for long and. faithful service, each department shall grant
an additional step-increase a on completion of ten years of service in a
position in the Federal Civil Service or in the service of the Government of
the District of Columbia and an additional step-increase (to be known as a
longevity step-increase) beyond the maximum scheduled rate for each three
years of service in his current grade at such maximum rate or at a rate in
excess authorized by this section except such increase as may result from
revision of the basic compensation schedule contained in section 603(b)
of the Classification Act of 1949, as amended. Officers and employees
who are otherwise eligible shall receive full credit under this subsection for
service at the maximum authorized salary specified in the Bachrach Act
of May 29, 1928, as amended to the same extent as if such service had been
at the maximum rate of a grade of the Classification Act of 1923, as
amended.
(b) (1) * * *
* * * * * * *
(5) Not more than [three] four successive longevity step-increases
may be granted to any officer or employee.
[(6) The officer or employee shall have had, in the aggregate, not
less than ten years of service in the position which he then occupies,
or in positions of equivalent or higher class or grade.]
(b) (6) The officer or employee shall have in the aggregate not less than
thirteen years if the position which he then occupies is in grades one to
four, inclusive, of the General Schedule, or not less than eleven years of
service if he occupies a position in grades five to ten, inclusive, of the
General Schedule, or not less than nine years of service if he occupies a
position in grades eleven to fifteen inclusive, of the General Schedule, and
shall receive credit for prior service in. other positions subject to the Classi-
fication Act.
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 ApprredsA,pj el %A%3/ 1 ()'S %j PP6 R99 140001-1
SECTIONS 4103, 4104, 4107, AND 4108 OF THE VETERANS'
BENEFITS ACT OF 1958
(72 Stat. 1243; Public Law 85--857)
CHAPTER 73-DEPARTMENT OF MEDICINE AND SURGERY
Sec.
4101.
4102.
4103.
4104.
4105.
4106.
4107.
4108.
4109.
4110.
4111.
4112.
4113.
4114.
4115.
Functions of Department.
Divisions of Department.
Appointments and compensatio i.
Additional appointments.
Qualifications of appointees.
Period of appointment; promotions.
Grades and pay scales.
Specialist ratings.
Retirement rights.
Disciplinary boards.
Appointment of additional em.poyees.
Medical advisory group.
Travel expenses of employees.
Temporary and part-time appointments.
Regulations.
? 4103. Appointments and compensation
(a) The Office of the Chief Medical Director shall consist of the
Chief Medical Director, one De.muty Chief Medical Director, not to
exceed eight Assistant Chief Mc dical Directors, and such other per-
sonnel and employees as may be authorized by this chapter.
(b) The Chief Medical Director shall be the Chief of the Depart-
ment of Medicine and Surgery and shall be directly responsible to
the Administrator for the operations of the Department. He shall
be a qualified doctor of medicine, appointed by the Administrator.
During the period of his service as such, the Chief Medical Director
shall be paid a salary of [$19,58J] $20,680 a year.
(c) The Deputy Chief Medical Director shall be the principal
assistant of the Chief Medical Director. He shall be a qualified doc-
tor of medicine, appointed by the Administrator. During the period
of his service as such, the Dep ity Chief Medical Director shall be
paid a salary of [$18,480] $19,530 a year. -
(d) Each Assistant Chief Medical Director shall be appointed by
the Administrator upon the recommendation of the Chief Medical
Director and shall be paid a salary of [$17,380] $18,480 a year.
One Assistant Chief Medical Director shall be a qualified doctor of
dental surgery or dental medicine who shall be directly responsible
to the Chief Medical Director for the operations of the Dental Service.
Not to exceed twenty-five directors of service or chiefs of division,
designated by the Chief Medical Director, shall, within the limitations
otherwise prescribed in this chapter, be paid it salary of [$14,545]
$15,645 minimum to [$16,500] $17,245 maximum. -
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(e) The Director and Deputy Director of Nursing Service shall
be qualified registered nurses, appointed by the Administrator and
shall be responsible to the Chief Medical Director for the operation
of the Nursing Service. During the period of her service as such,
the Director of Nursing Service shall be paid a salary of [$12,770]
$14,260 minimum to [$13,970] $16,285 maximum a year and the
Deputy Director shall be paid a salary of [$11,355] $12,750 minimum
to [$12,555] $14,850 maximum a year.
(f) The Administrator may appoint a chief pharmacist, a chief
dietitian, a chief physical therapist, and a chief occupational therapist.
During the period of his service as such, the chief pharmacist and
the chief dietitian shall be paid a salary of [$12,770] $14,260 minimum
to [$13,970] $16,285 maximum a year and the chief physical thera-
pist and the chief occupational therapist shall be paid a salary of
[$11,355] $12,750 minimum to [$12,555] $14,850 maximum a year.
(g) Any appointment under this section shall be for a period of
four years subject to removal by the Administrator for cause.
(h) Reappointments may be made for successive like periods.
? 4104. Additional appointments
There shall be appointed by the Administrator additional personnel
as he may find necessary for the medical care of veterans, as followq:
(1) Physicians, dentists, and nurses;
(2) Managers, pharmacists, physical therapists, occupational thera-
pists, dietitians, and other scientific and professional personnel, such
as optometrists, pathologists, bacteriologists, chemists, biostatisti-
cians, and medical and dental technologists.
* * * * * * *
? 4107. Grades and pay scales
(a) The grades and per annum full-pay ranges for positions pro-
vided in paragraph (1) of section 4104 of this title shall be as follows:
[Chief grade, $12,770 minimum to $13,970 maximum.
[Senior grade, $11,355 minimum to $1.2,555 maximum.
[Intermediate grade, $9,890 minimum to $11,090 maximum.
[Full grade, $8,330 minimum to $9,530 maximum.
[Associate grade, $7,030 minimum to $8,230 maximum.
[Junior grade, $6,505 minimum to $7,405 maximum.]
Chief grade, $14,260 minimum to $16,285 maximum.
Senior grade, $12,750 minimum to $14,850 maximum.
Intermediate grade, $11,185 minimum to $13,255 maximum.
Full grade, $9,140 minimum to $11,4.80 maximum.
Associate grade, $7,915 minimum to $9,925 maximum.
Junior grade, $7,240 minimum to $9,000 maximum.
[Chief grade, $12,770 minimum to $13,970 maximum.
[Senior grade, $11,355 minimum to $12,555 maximum.
[Intermediate grade, $9,890 minimum to $11,090 maximum.
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 Appr6Qed FmAftleaml
Full grade, $8,330 minimum to $9,530 maximum.
E Associate grade, $7,030 minimum to $8,230 maximum.
[Junior grade, $6,505 minimum to $7,405 maximum.]
Chief grade, $14,260 minimum to $16,285 maximum.
Senior grade, $12,750 minimum to $14,850 maximum.
Intermediate grade, $11,185 minimum to $13,255 maximum.
Full grade, $9,440 minimum tc $11,480 maximum.
Associate grade, $7,915 minim tm to $9,925 maximum.
Junior grade, $7,240 minimum to $9,000 maximum.
[Assistant Director, $8,330 minimum to $9,530 maximum.
[Senior grade, $7,030 minimum to $8,230 maximum.
[Full grade, $5,985 minimum to $6,885 maximum.
[Associate grade, $5,205 minimum to $6,165 maximum.
[Junior grade, $4,425 minimum to $5,385 maximum.]
Assistant director, $9,440 minimum to $11,480 maximum.
Senior grade, $7,915 minimum to $9,925 maximum.
Full grade, $6,645 minimum to $8,365 maximum.
Associate grade, $5,725 minim :cm to $6,780 maximum.
Junior grade, $4,885 minimum to $5,925 maximum.
(b) Notwithstanding any lam, Executive order, or regulation, the
Administrator shall prescribe by regulation the hours and conditions
of enployment and leaves of .Lbsence of physicians, dentists, and
nurses.
? 4108. Specialist ratings
(a) Within the restrictions herein imposed, the Chief Medical Direc-
tor may rate any physician appointed under paragraph (1) of section
4104 of this title as a medical or surgical specialist, and, upon the
recommendation of the Assistant Chief Medical Director for Den-
tistry, may rate any doctor of dental surgery or dental medicine, ap-
pointed under paragraph (1) of section 4104 of this title as a dental
specialist; however, no person shall at any one time hold more than
one such rating.
(b) No person may be rated a 3 a medical, surgical, or dental special-
ist unless he is certified as a specialist by an American specialty board,
-recognized by the Administrator where such boards exist; or if no
such boards exist, he has been ex imined and found qualified by a board
appointed by the Chief Medical Director from specialists of the De-
partment of Medicine and Surgery holding ratings in the specialty to
which the candidate aspires. Whenever there are insufficient special-
ists, rated in the proper specialty, who are readily available to con-
stitute such a board, the Chief :Medical Director may substitute con-
sultants with comparable qualifii cations employed under section 4114 of
this title.
(c) Any person, rated as a me dical, surgical, or dental specialist un-
der the provisions of this section shall retain such rating until it shall
be withdrawn by the Chief Medical Director. The Chief Medical
Director shall not withdraw an.F such rating until it shall have been
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 ,WA
ApproyggAF ?011 p6l~izCl&-]2ggRlipqgMqqQi00AJ0001-1
determined by a board of specialists that the person holding such
rating is no longer qualified in his specialty.
(d) Any person, rated as a medical, surgical, or dental specialist
under the provision of this section or prior corresponding provisions of
law, shall receive, in addition to his basic pay, an allowance equal to
15 [percent] per centum of such pay, but in no event shall the pa
plus the allowance authorized by this subsection exceed [$16,000]
$17,000 per annum.
0
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