utahaviator
New Member
Found this on another forum. Let me know if it's helpful!
Here is a description of the new FAA Air Traffic Controller Pay Scale for 2008. If you like it, then nominate it for a STICKY!
The pay scale for 2008 can be found below. I suggest you print it out so that you can follow along. Make sure your printer is set to landscape.
https://employees.faa.gov/employee_s...o_locality.xls
I know the FAA designed the pay scale to be easy to read (sarcasm spoiler), but I've taken the time to help you understand it better.
On the left side of the page is the Career Level column. This column represents your progression through the training program. It has been divided into five sections described below:
AG: Initial hire pay grade. This is the pay grade that all off-the-street (OFTS) and Collegiate Training Initiative (CTI) students will be paid AFTER they graduate from the FAA Academy in Oklahoma City. Starting pay for those groups at the Academy is $8.50 an hour. Veteran Military controllers hired under the VRA program will begin this pay grade at the FAA Academy. All Academy students will receive per diem pay to help cover the cost of food and lodging while you are in Oklahoma City.
D1: This is the first pay raise. AFTER you have completed 25% of the training requirements at your duty facility, you will be promoted to this pay band. ARTCC controllers: this is after you are certified on 2-3 D-Sides in your area. Terminal controllers: Sorry...don't have an answer for you.
D2: This the second pay raise. AFTER you have completed 50% of the training requirements at your duty facility, you will be promoted to this pay band. ARTCC controllers: this is after you are certified on ALL D-Sides in your area.
D3: This is the third pay raise. AFTER you have completed 75% of the training requirements at your duty facility, you will be promoted to this pay band. ARTCC controllers: this is after you have completed radar school, and are certified on 2-3 radar positions.
CPC: This is the final pay raise you will receive when you have completed the training program.
Note: If you are an initial hire (all hiring sources) you will always be paid the minimum while in training.
At the top of the pay scale are nine columns numbered from 4 to 12. They represent the facility complexity level. Most ARTCCs are Level 10-12 facilities. When you receive an offer letter, it will disclose the facility level.
Now for an example. Jenny, a VRA hire, has been hired at Atlanta ARTCC (Level-12). On the first day of class at the FAA Academy, she will be paid an annual salary of $33,100 (not including the locality for Oklahoma City). Locality for Oklahoma City is 13.18%. Her total salary will be $37,463. Jenny successfully graduates the FAA Academy, and moves to Atlanta to begin work. On her first day at Atlanta ARTCC, she will be paid $33,100 plus the locality pay for Atlanta (17.3%). Her new total salary is $38,826. Over the course of the next 10 months, Jenny completes the first 25% of the training program and is promoted. Her new total salary is $52,052. During the next 20 months, Jenny completes the training program. Her final salary starts at $91,729 and the maximum she can make is $127,857 (the true amount will be more as locality and pay band levels increase each year). Overall, Jenny is doing pretty well.
I cannot provide examples for the Terminal environment, since I work at ZTL. I don't know what the training time frames are like at those facilities, except that they are shorter than ARTCCs. If you are hired at a Terminal facility you can expect to complete the training program in under 24 months. All facilities (ARTCCs and Terminals) have different training programs, each with its own "bottle neck" and delays. Be prepared for the unexpected.
Here is a list of the 2008 Locality Pay Rates:
Atlanta 17.30%
Boston 22.51%
Buffalo 15.37%
Chicago 23.16%
Cincinnati 17.77%
Cleveland 17.11%
Columbus 15.80%
Dallas 18.74%
Dayton 15.26%
Denver 21.03%
Detroit 22.53%
Hartford 23.97%
Houston 27.39%
Huntsville 14.23%
Indianapolis 13.51%
Los Angeles 25.26%
Miami 19.11%
Milwaukee 16.73%
Minneapolis 19.43%
New York 26.36%
Philadelphia 20.14%
Phoenix 14.74%
Pittsburgh 14.93%
Portland 18.72%
Raleigh 16.82%
Richmond 15.40%
Sacramento 20.25%
San Diego 22.00%
San Francisco 32.53%
Seattle 19.75%
Washington 20.89%
Rest of U.S. 13.18%
If you don't see the city you will be working in or near, then you are in the "Rest of U.S." group.
This next section will provide some information on pay raises and how you can reach the pay band maximum.
Every controller (except developmental trainees) are eligible to receive an annual pay raise/bonus/award based upon their performance during the year. This is called a Superior Contribution Increase (SCI). Management selects the top controllers (or their favorites) in each team since there are only a few SCI awards available each year. Not everyone can get one, it's a competitive system. The SCI comes in two steps - .06% of your base salary and .18% of your base salary. If your salary is less than the maximum you will receive a raise, but if your salary is equal to or more than the maximum you will receive a one time cash award. Another award that occurs each year is called the Organizational Success Increase (OSI). Each year the FAA outlines performance goals that need to be met by the organization as a whole. A predetermined percentage is chosen, and if the organization meets all the goals then the full award is added to increase the base pay of all FAA employees. If all the goals are not met, then the award percentage is less, and so on. I won't explain this any further since the OSI is included into the pay scale table each year.
Here's an example if your salary is less than the maximum. We'll use Jenny from the example I used before.
Jenny's annual salary is $91,729. She does very well throughout the year and earns the highest SCI award, a .16% salary raise. Her new salary for the new year is $93,196 - a $1,468 annual raise. Let's assume that the pay scale never changes and that Jenny continues to get the highest SCI award each year. Let's also assume that I don't have the time right now to continue the math to determine how long it would take her to reach the salary maximum. So I'll just guess that it'll take 8 years to reach the maximum.
Now that 8 years have passed, and Jenny is at the top of the pay band, let's see what happens when she's been awarded the highest SCI again. Let's also assume that she is still a controller - since after having won the highest SCI award consecutively for nine years she may have been selected to serve as the next FAA Administrator. Jenny's salary is $127,857. She should receive a raise in the amount of $2,045. Since she already makes the maximum in her salary band, she will receive the award as a one time cash award. No more raises for Jenny, until the pay scale increases.
Here is a description of the new FAA Air Traffic Controller Pay Scale for 2008. If you like it, then nominate it for a STICKY!
The pay scale for 2008 can be found below. I suggest you print it out so that you can follow along. Make sure your printer is set to landscape.
https://employees.faa.gov/employee_s...o_locality.xls
I know the FAA designed the pay scale to be easy to read (sarcasm spoiler), but I've taken the time to help you understand it better.
On the left side of the page is the Career Level column. This column represents your progression through the training program. It has been divided into five sections described below:
AG: Initial hire pay grade. This is the pay grade that all off-the-street (OFTS) and Collegiate Training Initiative (CTI) students will be paid AFTER they graduate from the FAA Academy in Oklahoma City. Starting pay for those groups at the Academy is $8.50 an hour. Veteran Military controllers hired under the VRA program will begin this pay grade at the FAA Academy. All Academy students will receive per diem pay to help cover the cost of food and lodging while you are in Oklahoma City.
D1: This is the first pay raise. AFTER you have completed 25% of the training requirements at your duty facility, you will be promoted to this pay band. ARTCC controllers: this is after you are certified on 2-3 D-Sides in your area. Terminal controllers: Sorry...don't have an answer for you.
D2: This the second pay raise. AFTER you have completed 50% of the training requirements at your duty facility, you will be promoted to this pay band. ARTCC controllers: this is after you are certified on ALL D-Sides in your area.
D3: This is the third pay raise. AFTER you have completed 75% of the training requirements at your duty facility, you will be promoted to this pay band. ARTCC controllers: this is after you have completed radar school, and are certified on 2-3 radar positions.
CPC: This is the final pay raise you will receive when you have completed the training program.
Note: If you are an initial hire (all hiring sources) you will always be paid the minimum while in training.
At the top of the pay scale are nine columns numbered from 4 to 12. They represent the facility complexity level. Most ARTCCs are Level 10-12 facilities. When you receive an offer letter, it will disclose the facility level.
Now for an example. Jenny, a VRA hire, has been hired at Atlanta ARTCC (Level-12). On the first day of class at the FAA Academy, she will be paid an annual salary of $33,100 (not including the locality for Oklahoma City). Locality for Oklahoma City is 13.18%. Her total salary will be $37,463. Jenny successfully graduates the FAA Academy, and moves to Atlanta to begin work. On her first day at Atlanta ARTCC, she will be paid $33,100 plus the locality pay for Atlanta (17.3%). Her new total salary is $38,826. Over the course of the next 10 months, Jenny completes the first 25% of the training program and is promoted. Her new total salary is $52,052. During the next 20 months, Jenny completes the training program. Her final salary starts at $91,729 and the maximum she can make is $127,857 (the true amount will be more as locality and pay band levels increase each year). Overall, Jenny is doing pretty well.
I cannot provide examples for the Terminal environment, since I work at ZTL. I don't know what the training time frames are like at those facilities, except that they are shorter than ARTCCs. If you are hired at a Terminal facility you can expect to complete the training program in under 24 months. All facilities (ARTCCs and Terminals) have different training programs, each with its own "bottle neck" and delays. Be prepared for the unexpected.
Here is a list of the 2008 Locality Pay Rates:
Atlanta 17.30%
Boston 22.51%
Buffalo 15.37%
Chicago 23.16%
Cincinnati 17.77%
Cleveland 17.11%
Columbus 15.80%
Dallas 18.74%
Dayton 15.26%
Denver 21.03%
Detroit 22.53%
Hartford 23.97%
Houston 27.39%
Huntsville 14.23%
Indianapolis 13.51%
Los Angeles 25.26%
Miami 19.11%
Milwaukee 16.73%
Minneapolis 19.43%
New York 26.36%
Philadelphia 20.14%
Phoenix 14.74%
Pittsburgh 14.93%
Portland 18.72%
Raleigh 16.82%
Richmond 15.40%
Sacramento 20.25%
San Diego 22.00%
San Francisco 32.53%
Seattle 19.75%
Washington 20.89%
Rest of U.S. 13.18%
If you don't see the city you will be working in or near, then you are in the "Rest of U.S." group.
This next section will provide some information on pay raises and how you can reach the pay band maximum.
Every controller (except developmental trainees) are eligible to receive an annual pay raise/bonus/award based upon their performance during the year. This is called a Superior Contribution Increase (SCI). Management selects the top controllers (or their favorites) in each team since there are only a few SCI awards available each year. Not everyone can get one, it's a competitive system. The SCI comes in two steps - .06% of your base salary and .18% of your base salary. If your salary is less than the maximum you will receive a raise, but if your salary is equal to or more than the maximum you will receive a one time cash award. Another award that occurs each year is called the Organizational Success Increase (OSI). Each year the FAA outlines performance goals that need to be met by the organization as a whole. A predetermined percentage is chosen, and if the organization meets all the goals then the full award is added to increase the base pay of all FAA employees. If all the goals are not met, then the award percentage is less, and so on. I won't explain this any further since the OSI is included into the pay scale table each year.
Here's an example if your salary is less than the maximum. We'll use Jenny from the example I used before.
Jenny's annual salary is $91,729. She does very well throughout the year and earns the highest SCI award, a .16% salary raise. Her new salary for the new year is $93,196 - a $1,468 annual raise. Let's assume that the pay scale never changes and that Jenny continues to get the highest SCI award each year. Let's also assume that I don't have the time right now to continue the math to determine how long it would take her to reach the salary maximum. So I'll just guess that it'll take 8 years to reach the maximum.
Now that 8 years have passed, and Jenny is at the top of the pay band, let's see what happens when she's been awarded the highest SCI again. Let's also assume that she is still a controller - since after having won the highest SCI award consecutively for nine years she may have been selected to serve as the next FAA Administrator. Jenny's salary is $127,857. She should receive a raise in the amount of $2,045. Since she already makes the maximum in her salary band, she will receive the award as a one time cash award. No more raises for Jenny, until the pay scale increases.