Government-Wide Payrollthecgp.org/images/FINAL_USSM_Payroll_Pilot_RFI_07.29.16.pdfJul 29, 2016 · Government-Wide Payroll RFI 2 Response Checklist Industry is invited to respond

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Government-Wide Payroll

Request for Information

July 29, 2016

Government-Wide Payroll RFI

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Response Checklist

Industry is invited to respond to the challenges provided in the USSM Government-Wide Payroll RFI.

Responders are welcome to provide responses to any or all of the items below. Details on each RFI

component are provided in the ensuing pages.

Response

(Yes / No) RFI Components

Documents

(Document Title or URL)

Component 1 Gross to Net Payroll Calculation

(Section 3.A.)

Component 2

Payroll Identity and Access

Management Federation

(Section 3.B.1.)

Component 3

Self-Service for Employees,

Managers, and HR/Payroll

Specialists

(Section 3.B.2.)

Component 4

Upfront Data Validation (Section

3.B.3.)

Component 5 Cloud Technologies for Payroll

(Section 3.B.4.)

Component 6

Payroll Data Management

(Section 3.B.5.)

Component 7

Standardized Traceability of

Functional Requirements to

Technical Requirements (Section

3.B.6.)

Component 8

Comprehensive Workflow

Management Capability (Section

3.B.7.)

______________________________________ ____________________________________

Company Name Company Representative Signature


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1. Overview

RFI Purpose

The Federal Government is seeking ways to improve the execution and cost efficiency of Federal payroll

management, with an emphasis on the calculation of individual gross and net pay. Information is sought

on the solutions, products, features, and functions available to meet the Federal requirements.

This RFI is not intended to address all aspects of payroll management, many of which are well

understood and documented within the Federal community. Instead, the RFI is limited to eight (8)

components, each of which addresses specific challenges and requirements of interest to the Federal

Government and essential to the Government-wide management of payroll.

Vendors are invited to respond to any or all of the components (1- 8) identified below:

RFI

Component # RFI Component Name

1 Gross to Net Payroll Calculation (Section 3.A.)

2 Payroll Identity and Access Management Federation (Section 3.B.1.)

3 Self-Service for Employees, Managers, and HR/Payroll Specialists (Section

3.B.2.)

4 Upfront Data Validation (Section 3.B.3.)

5 Cloud Technologies for Payroll (Section 3.B.4.)

6 Payroll Data Management (Section 3.B.5.)

7 Standardized Traceability of Functional Requirements to Technical

Requirements (Section 3.B.6.)

8 Comprehensive Workflow Management Capability (Section 3.B.7.)

Federal Payroll Shared Service Providers (SSPs)

In the early 2000s, the Federal Government launched the ePayroll initiative to streamline payroll

processing government-wide. The initiative resulted in the establishment of five Federal Payroll Shared

Services Providers (SSPs): Defense Finance and Accounting Service (DOD - DFAS), National Finance

Center (USDA - NFC); Interior Business Center (DOI - IBC), Department of State, and General Services

Administration (GSA), Payroll Services Branch (GSA-PSB).

The payroll services provided by the five SSPs serve approximately 2.3 million employees globally, and

are based on a range of IT systems, including internally developed and maintained software and

Commercial-Off-The-Shelf (COTS) products. The five SSPs accurately process payroll for 99% of the

civilian workforce of the Federal government. The five SSPs operate independent systems in disparate

environments and in centers located across the continental United States.

Unified Shared Services Management (USSM)


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In October 2015, the Office of Management and Budget (OMB) announced the formation of the Unified

Shared Services Management (USSM) Office to enable the delivery of high-quality, high-value shared

services that improve performance and efficiency throughout the Federal Government. Officially

organized within the General Services Administration, USSM will be the key driver of shared services

adoption across the Federal Government. The initial USSM strategic goals include:

1. Improve shared services efficiency, economies of scale, marketplace health and sustainability

2. Increase shared services adoption and satisfaction among agencies

3. Enable service providers to effectively deliver high-quality shared services

4. Provide integrated, consistent and sustainable management and oversight across shared service

functions, providers and consumers

5. Enhance agility of agencies to adhere to management initiatives

USSM is issuing this RFI on behalf of a steering committee chaired by the Shared Services Policy Officer,

with members representing Human Capital Category Management, the U.S. Office of Personnel

Management, five Federal Payroll SSPs, and customer agencies.

Demonstrable RFI Guidelines

USSM encourages responders to demonstrate the appropriateness, value, and feasibility of proposed

solutions in meeting desired outcomes outlined in the RFI. Submissions may incorporate non-narrative

methods, including any or all of the following:

Screenshots of solutions in production

Fully operational sandbox environments with sample data

Video-based demonstrations of solutions

Sample software

Case studies and references

Sample output reports including leave and earning statements

Effective responses will consider the unique context of Federal payroll, including process, policy,

technology, data, and security. USSM and SSPs may invite vendors to engage in further discussions.

This RFI is a critical step in developing a common strategy for Federal payroll service delivery, which

must balance the costs and benefits of consolidation, competition, agility, flexibility, variation, etc. The

issuance of this RFI is not meant to imply there would or would not be a single product, platform,

architecture, or provider recommended for Federal payroll. As with many common or government-wide

solutions, the final approach may involve one or multiple technologies, delivery modalities, and providers.

This RFI solicits information solely for market research purposes. As such, it does not constitute a

Request for Proposal (RFP) or a commitment to issue an RFP by USSM; nor is USSM accepting offers at

this time. The information provided by the responding party will neither be evaluated nor considered as an

offer. This RFI does not commit the USSM to contract for any supply of product or service. Additionally,

USSM is not responsible for any costs incurred by any responding party in response to this RFI.


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2. USSM Government-Wide Payroll RFI Response Requirements

2.A. RFI Questions and Communication Logistics

Questions related to the RFI process and/or requirements must be made in writing and directed to

Michael Cullis via email at [email protected] no later than Friday, August 12, 2016 by 5:00pm

EDT. Please insert “USSM Government-Wide Payroll RFI Question” in the subject line of the email.

2.B. Response Submission

Responders to the USSM Government-Wide Payroll RFI must provide to the following information as part

of the RFI response submission:

Vendor name; point(s) of contact, address, telephone number, and email address; and Data

Universal Numbering System (DUNS) number

Submissions may include a narrative and non-narrative elements, such as video, diagrams, and software

downloads:

Narrative portions of submissions are limited to 8.5 x 11 inches, with 1-inch margins, printable,

and must be submitted using the “.docx” or “.pdf” file format

Narrative portions of submissions should be emailed as an attachment to [email protected]

no later than Monday, August 29, 2016 by 5:00pm EDT; the subject line shall read “USSM

Government-Wide Payroll RFI Response”

Non-Narrative portions of submissions should be hosted for a period of at least 90 days from

August 29, 2016 on a website managed by the vendor. Any URL(s) and login credentials, as

needed, should be provided in the body of the email submission

Submissions that require any form of additional authorization for access (e.g., downloadable

software, sandbox environments, demo sites) should accommodate access for a minimum of 50

users

2.C. Challenge Response Guidelines

Responders to the USSM Government-Wide Payroll RFI may respond to any or all of the eight

components in Section 3 of the RFI. Responses to multiple challenges may be aggregated, as

appropriate.

Responses shall:

Explain how the proposed solution(s) addresses current challenges and achieves desired

outcomes. Submissions can include, but are not limited to, screenshots, video demonstrations,

and process maps

Explain how the Federal government would maintain and evolve the solution in response to

emerging human capital and information technology challenges

Provide information on pricing/cost models for the solution. Pricing/cost information may include

sample rate schedules, license agreements, case studies, or estimates, Where appropriate,

pricing/cost information should be inclusive of labor, technology, and operations and maintenance

costs

mailto:[email protected]

mailto:[email protected]


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2.D. Section 508 Compliance Requirements

Unless the Government invokes an exemption, all Electronic and Information Technology (EIT) software

and services shall fully comply with Section 508 of the Rehabilitation Act of 1973, per the 1998

Amendments, 29 United States Code (U.S.C.) 794d, and the Architectural and Transportation Barriers

Compliance Board’s Electronic and Information Technology Accessibility Standards at 36 Code of

Federal Regulations (CFR) 1194. Responders shall identify all EIT products and services within the RFI

response, identify the technical standards applicable to all products and services within the response, and

state the degree of compliance with the applicable standards. Additionally, the Responder must clearly

indicate where the information pertaining to Section 508 compliance can be found (e.g., Responder’s

exact web page location). The Responder must ensure that this information is easily accessible by typical

users beginning at time of RFI closing date and available for 90 days after RFI closing date.

2.E. License Agreements

Responders shall submit all License Agreement(s) associated with the responding software and services (and how it relates to pricing). The License Agreement(s) shall be compliant with the terms and conditions set forth in the GSAM 552.212-4 (Alternate II) (FAR Deviation) (Nov 2009). Please address if GSA would be able to contract for and manage licenses for a single system to which other Government agencies will subscribe and have the ability to access licenses from GSA.

2.F. Warranty

Respondents shall provide a copy of their commercial warranty along with terms & conditions of any commercial Service Agreement or any Extended Warranty Provisions.


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3. USSM Government-Wide Payroll RFI Requirements

The Federal Government is seeking ways to improve the execution and cost efficiency of Federal payroll

management, with an emphasis on the calculation of individual gross and net pay. This RFI consists of

eight (8) components, each of which lists specific challenges and requirements of interest to USSM and

the SSPs.

Vendors are asked to respond to any or all of the eight components below. Responders are expected to

structure their response following the guidelines provided in Section 2. Responses to multiple challenges

may be aggregated, as appropriate.

If a Responder chooses to respond to “Component 1: Gross to Net Payroll Calculation,” the Responder

must provide a “leave and earnings statement” for each and every of the nine test cases (see Section 4,

Appendix B).

Please note, this RFI is not intended to address all aspects of payroll management, many of which are

well understood and documented within the Federal community. Instead, the RFI focuses on a limited set

of challenges of significance to Government-wide payroll shared services. Nonetheless, a broader range

of additional challenges and requirements that span the range of payroll management are provided in

Section 4, Appendix A, which Responders are encouraged to consider as context for their response.

3.A. Component 1: Gross to Net Payroll Calculation

Current State

SSPs are responsible for accommodating a broad range of requirements outlined in legislation, policies,

regulations, and guidelines in order to calculate an employee’s pay, leave, and entitlements. Federal

payroll services provided by the SSPs demonstrate an ability to master the full complexity of federal

payroll.

Title 5 United States Code (USC) and Title 5 Code of Federal Regulations (CFR) are prime examples of

legislation affecting federal civilian pay. Others include Title 38 USC, Title 42, Office of Personnel

Management tables, Internal Revenue Service tax regulations, and Executive Orders. The rules

governing pay calculation may vary by agency, job, duty station, or many special circumstances, as well

as by pay plan, pay tables, types of pay, types of leave, and various types of work-schedules. In addition

to human capital requirements, Federal payroll must also comply with rapidly evolving Federal security,

privacy, and other information technology rules.

In the current environment, each SSP uses separate, independently developed and maintained Human

Resources (HR), Payroll, and Time & Attendance systems to calculate pay. Each SSP relies on multiple

transactional systems, data sources, and interfaces to arrive at accurate gross and net pay. In addition,

each SSP maintains its own methods and practices for maintaining and evolving these systems in

response to emerging human capital and information technology requirements.

Desired Outcomes

The execution of payroll in the Federal Government requires unique inputs and outputs, considerations

that drive the complexity of payroll processes. This section of the RFI (Section 3.A., Component 1)

provides nine illustrative test cases for vendors to demonstrate their ability to execute Federal payroll.

Test Case Overview


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1 GS-5; Step 1

2 GS-12, Step 10

3 GS-15; Step 10

4 GS-8, Step 0

5 Grade: CB; Step 1

6 GS-6; Step 1

7 Casual Firefighter

8 Casual Hire

9 GS-5; Step 1

Details for each test case are provided in Section 4, Appendix B, including a narrative of the employee

types provided in each test case, as well as specific quantitative and qualitative data that impact pay for

employees.

Responders should provide a bi-weekly pay leave and earnings statement, along with explanatory notes,

for each test case in order to demonstrate the approach for the calculation of Federal pay. In addition to

executing these test cases, vendors should demonstrate the ability to recalculate retroactive employee

pay corrections and adjustments for the most recent 24 months, at a minimum.


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3.B. Key Payroll Challenges

3.B.1. Component 2: Payroll Identity and Access Management Federation

Current State Overview

Each SSP must meet Federal standards and regulations for privacy and data security. SSPs have

differing security processes for accessing and processing payroll data, all of which are aligned with

Federal requirements. In an effort to enable interoperability and collaboration across payroll providers and

continue to ensure security, USSM is seeking a common government-wide approach to payroll identity

and access management as a secure foundation for interoperability and data sharing among SSP payroll

and related systems.

Desired Outcomes

As part of this RFI, USSM is seeking ideas to address the following desired outcomes for the five SSPs

and their customer agencies:

Federated two-factor authentication for access via mobile (e.g., tablet, smartphone) devices, web

pages, and legacy user interfaces

Accessible and user-friendly experience for employees, managers, HR and Payroll specialists,

and system administrators government-wide

Integration with major components of the existing federal PIV/CAC infrastructure

Compliance with applicable authentication standards as defined by Homeland Security

Presidential Directive 12 (HSPD-12); compliance with all NIST Special Publications and

Standards, Office of Management and Budget (OMB) circulars and memoranda, the Federal

Information Security Management Act of 2002 (FISMA), and all revisions and updates

Identity management as it relates to matching of employee records between different SSPs is addressed

in Section 3.B.5, Component 6.


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3.B.2. Component 3: Self-Service for Employees, Managers, and HR/Payroll

Specialists


The five SSPs leverage independent systems to support payroll execution. As such, the data available

from each SSP is generally limited to pay periods during which an employee worked at the agency served

by that particular SSP. Managers, employees, and HR/Payroll specialists experience limitations with

existing solutions, such as:

Limited self-service capabilities, including the ability to view or edit personnel data in real-time

Dependence on phone and email to update personnel files

Limited access to systems, requiring the involvement of highly trained HR and Payroll specialists

to perform updates

Inability for users to access and update personnel data spanning their career in a single place or

in real-time

Inconsistent user interface designs or capabilities among systems

Lack of a common government-wide mobile option to conduct employee and manager self-

service transactions

Inability to access and navigate systems government-wide for data held outside of a specific SSP

Desired Outcomes

As part of this RFI, USSM is seeking ideas to address limitations and achieve the following desired

outcomes for the five SSPs:

Each employee will be able to view real-time personnel records (HR, Payroll, and T&A) spanning

their career in a single location

Managers will be able to view comprehensive employee data, including individual employees and

relevant aggregate data, with role-driven controls to protect security and privacy

Updates to personnel records will be replicated promptly across all relevant personnel systems

A common “look and feel” for employees, managers, and HR/Payroll specialists

Secure access for employees, managers, and HR/Payroll specialists via mobile devices

The RFI invites recommendations from industry for best practices regarding which transactions, data, and

tools (e.g., financial planning) should be made available to employees, managers, and HR/Payroll

specialists.


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3.B.3. Component 4: Upfront Data Validation


The five SSP payroll systems receive various data inputs from multiple HR and T&A systems with limited

ability to identify incorrect inputs prior to payroll calculation. This causes delays in payroll, errors in

employee pay, and excess labor costs to resolve errors. Within SSPs, reporting of errors related to data

inputs is generally a manual and fragmented process.

In an effort to improve upfront data validation to reduce errors, USSM has identified a number of

limitations in today’s environment:

User validation activities occur inconsistently across SSPs and at times late in existing processes,

near or at the point of pay rather than “upstream” at the time of data entry, management approval,

or data transfer

Each payroll provider manages its own independent process for validation, hindering identification

and resolution of government-wide issues

Desired Outcomes



Implementation of automated, centrally managed controls on payroll data inputs and outputs,

such as validation of key data fields for online data entry, real-time interfaces, and batch

processing

o Solution should include payroll-specific data controls

Ability to identify errors, assign owners, and rectify errors as early as possible in the payroll cycle

Timely and comprehensive error reporting to facilitate knowledge sharing and practices


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3.B.4. Component 5: Cloud Technologies for Payroll


SSPs are investigating the viability and capabilities of cloud solutions for the management of Federal

payroll. The five SSPs maintain their payroll and related systems in separate physical and virtual

environments. Each SSP employs different configurations of infrastructure and system architecture.

The following limitations impact the system environments supported by the SSPs:

Each SSP payroll system uses widely different system architectures and software, preventing the

sharing of resources and expertise

Each SSP payroll system and backup environments are managed separately

Processing, storage, and network capacity are fixed and difficult to adjust in response to changes

in need

Desired Outcomes

As part of this RFI, USSM is seeking ideas from vendors that can address the aforementioned limitations

and achieve the following desired outcomes:

Increased understanding of how SSPs could leverage cloud solutions for Government-wide

payroll

Maintain or improve business/operations continuity

Ability for cloud solutions to meet Federal security regulations

-On-demand scaling of processing, secure storage, and network capacity

Reduction in current O&M costs


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3.B.5. Component 6: Payroll Data Management


The five SSPs record, store, and report payroll data independently. Although all SSPs adhere to a

common guide to data standards, much of the critical data maintained by the SSPs uses different code

identifiers and naming conventions. Each SSP retains data only for employees of the agencies it services.

In an effort to increase security and reliability of data, improve access to important data, increase

efficiency, and improve consistency for the SSPs, USSM is seeking solutions to address the following

limitations:

Transfer of employee data across agencies is inefficient and at risk for error and duplication,

perpetuating the reliance on manual processes

Inconsistent data codes across SSPs prevent the sharing of resources for payroll, pay

processing, and reporting

The lack of a common identity management approach limits the ability to manage employee

records over time as employees move between agencies

Desired Outcomes


outcomes government-wide:

Historical payroll information for any Federal employee, including any multi-agency employment

or SSP, will be available in a machine-readable and usable form for record creation, payroll

calculation, and reporting

Enterprise Human Resources Integration (EHRI) data warehouse will achieve its mission to

provide government-wide reporting data (https://www.opm.gov/policy-data-oversight/data-

analysis-documentation/enterprise-human-resources-integration/)


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3.B.6. Component 7: Standardized Traceability of Functional Requirements to

Technical Requirements


OPM is the primary agency that issues payroll policy. SSPs independently interpret policy into functional,

and then to technical requirements, which can lead to varying outputs among the SSPs.

The lack of a government-wide process for documenting the traceability of functional requirements to

technical requirements leads to the following:

Differing functional and technical requirements for each SSP

Manual processes for documenting and tracing policy to functional, and then to technical

requirements

Desired Outcomes



Fully integrated process and tool for tracing and documenting the translation of policy to

functional, and then to technical requirements, in order to eliminate inconsistencies in Federal

employee pay among the SSPs


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3.B.7. Component 8: Comprehensive Workflow Management Capability


SSPs employ independent workflow management capabilities for payroll processing and related activities. Limitations include:

Increased costs due to manual processes may impact the timeliness of personnel and payroll processing

Limited ability to automatically track and monitor payroll and related processes

Desired Outcome

As part of this RFI, USSM is seeking ideas to address limitations and achieve the following desired outcome:

A fully integrated, government-wide payroll workflow management capability that improves

efficiencies, reduces errors, and increases automation throughout the payroll processes


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4. Appendix

4.A. Additional Federal Payroll Information

Exhibit 1 provides additional considerations on the current and future state environment of Federal

payroll. Vendors may use the information provided to help inform responses to the RFI.

Exhibit 1: Additional Federal Payroll Information

Federal Payroll Current State Considerations Federal Payroll Future State Considerations

Process

Requires inputs from several legacy personnel, payroll, and T&A systems, yielding accurate and timely payroll processing for 2.3 million people on a daily, biweekly, and monthly basis

Leverages multiple third-party vendors for processing

Utilizes multiple external interfaces

Delivers reporting via disparate components

Scale process to 2.3 million customers

Improve system change request process and reduce time

Policy

Obtains guidance from several Federal policy and regulatory organizations

Draws upon tax tables and updates (Federal, state, and local) that are provided by vendors

Implement and execute a policy search engine tool and requirements traceability matrix

Develop relevant process maps

Demonstrate existing functionality and approach

Demonstrate ability to implement regular policy changes

Technology

Draws upon multiple legacy systems and programming languages via enterprise servers

Employs a fully bi-directional interface with multiple in-house, third-party, and regulatory mid-stream applications

Interfaces with multiple reporting, financial, business intelligence, and self-service output applications

Demonstrate ability to respond to changes in real-time

Consider open-sourced and cloud-based options

Include customization and configurable solutions

Integrate with multiple T&A, HR, and output systems

Meet USNet standard for GUI

Data

Obtains, stores, processes, and disseminates payroll data

Utilizes independent data element definitions and data architecture

Conducts reporting across disparate capabilities across Shared Service Providers

Stores and accesses data on an enterprise server via proprietary controls

Obtain, store, process, and disseminate payroll data using common data element definitions

Ensure transferable and interoperable data among payroll providers

Provide sharing and communication platform for data owned by external governmental and third-party vendors

Security

Operates in a DoD-accredited environment or federally-accredited NIST directive 800-53 compliant environment

Employs federally-compliant PII safeguards

Complies with HIPAA

Performs in multi-tenant architecture

Demonstrate ability to process payroll in a secure, certified environment that meets current-state requirements listed to the left

Considers additional state-of-the-art security measures

.


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4.B. Nine Payroll Test Cases

Exhibit 2 provides a list of the nine test cases.

Exhibit 2: Pay Calculation Test Cases

Test Case Overview Page

1 GS-5; Step 1 17

2 GS-12, Step 10 18

3 GS-15; Step 10 20

4 GS-8, Step 0 22

5 Grade: CB; Step 1 24

6 GS-6; Step 1 25

7 Casual Firefighter 27

8 Casual Hire 28

9 GS-5; Step 1 29


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Test Case 1 of 9 Narrative

Test Case 1 covers a United States Civil Servant (Federal Employee) working in a job level assigned to a

General Schedule (GS) pay plan at grade 5 step 1. This Federal employee is paid on a bi-weekly basis

(pay period) and has a Fulltime schedule of 80 hours (40 hours each week). This employee worked 80

regular hours this pay period as follows:

WK

IN SUN MON TUE WED THU FRI SAT COST STRUCTURE (Cost Account)

1 ____ 0800 ____ 0800 ____ 0800 ____ 124RTYZ1802____________

1 ____ ____ 0800 ____ 0800 ____ ____ 16ABC1802______________

2 ____ 0800 0800 0800 0800 ____ ____ 16IAW1234CFR___________

2 ____ ____ ____ ____ ____ 0800 ____ 15623487996____________

This employee is FLSA (Fair Labor Standards Act) Non-Exempt and Federal Retirement Plan code K

(Federal Employees’ Retirement System – FERS). The Duty Station is 240000033, which is used to

determine the correct salary and locality for payment. 2016 pay rates, salary tables, and benefit

deductions are applicable.

Deductions are as follows:

Federal Tax – Married with 2 Dependents

State Tax – Maryland, Married with 2 Dependents (Residence State)

o County Tax Code 033 (Prince George County)

Medicare Tax

OASDI (Old Age, Survivor and Disability Insurance)

Retirement – FERS (Plan Code K)

Health Benefits – FEHB Plan 112 Pre-Tax (Federal Employees Health Benefits)

Dental – $21.00 (per pay period)

FEGLI (Federal Employees’ Group Life Insurance – Code C0 (Basic only) Date of Birth is January

1, 1971)

Federal Thrift Savings (TSP) – 10% (per pay period up to IRS yearly limit)

Results must show:

Gross

o Hours Paid and Rate

Deduction Types and Amounts

Government Additives (Types and Amounts)

Costing breakdown of monies

Net


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Test Case 2 covers a United States Civil Servant (Federal Employee) working as a Law Enforcement

Officer in a job level assigned to a General Schedule (GS) pay plan at grade 12 step 10, Occupational

Series is 0007 (Correctional Officer). A Law Enforcement Officer is entitled to Administratively

Uncontrollable Overtime (AUO) of 25%. This Federal employee is paid on a bi-weekly basis (pay period)

and has a Fulltime schedule of 80 hours (40 hours each week). This employee worked 80 Regular hours

and 15 Overtime hours this pay period as follows:

WK


Regular 1 ____ 0800 0800 0800 0800 0800 ____ 124RTYZ1802____________

Overtime 1 ____ ____ 0315 ____ 0345 ____ ____ 16ABC1802______________

Regular 2 ____ 0715 0800 0630 0800 ____ ____ 124RTYZ1802____________

Regular 2 ____ 0045 ____ 0130 ____ 0800 ____ 15623487996____________

Overtime 2 ____ ____ 0400 ____ 0400 ____ ____ 16ABC1802______________

This employee is FLSA (Fair Labor Standards Act) Non-Exempt and Federal Retirement Plan code M

(Federal Employees’ Retirement System – FERS Special). The Duty Station is 426600003, which is used

to determine the correct salary and locality for payment. 2016 pay rates, salary tables, and benefit


This employee transferred in and has monies from the prior appointment that will be needed for limitation

editing only.

Transfer amounts are as follows:

Thrift – 17500.00

Annual Wages – 150351.72

Aggregate Wages – 198964.67

Yearly Maximum Limitations:

Thrift – 18000.00



Bi-weekly, Annual, and Aggregate pay caps limitation amounts are per OPM regulations.

Note: The transfer wages are high due to overtime, awards, etc.

This employee is receiving a Retention Incentive of 18% paid biweekly up to the maximum of 16955.00.


Federal Tax – Single with 5 exemptions

State Tax – Pennsylvania-Non-Residence State (Residence State Arizona)

Local Tax – Pittsburgh Pennsylvania State code 42 and City Code 6600)

Medicare Tax


Retirement – FERS (Plan Code M)


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Vision - $11.00 (per pay period)

FEGLI (Federal Employees’ Group Life Insurance – Code Z5 (Basic, Additional with 5x pay,

Standard, and Family Options) Date of Birth is February 2, 1982

Federal Thrift Savings (TSP) – 1000.00 (per pay period up to IRS yearly limit)

Roth – 200.00 (per pay period up to the IRS yearly limit)

Involuntary Child Support – 35%

Salary Debt – 1300.00 (per pay period)

Union – 3%

Results must show:

Gross Pay

o Hours Paid, Rate, and Type

Cutback Monies

o Amount and Type

Deductions

o Amount and Type

Government Additives

o Amount and Type


Net Pay


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Test Case 3 covers a United States Civil Servant (Federal Employee) working as a Law Enforcement

Officer in a job level assigned to a General Schedule (GS) pay plan at grade 15 step 10, Occupational

Series is 1811 (Criminal Investigator). A Law Enforcement Officer is entitled to Availability Pay of 25%.

This Federal employee is paid on a bi-weekly basis (pay period) and has a Fulltime schedule of 80 hours

(40 hours each week). This employee worked 60 Regular hours, 20 Non-Pay hours, 15 Overtime hours,

and 5 Compensatory Time hours this pay period as follows:

WK


Regular 1 ____ 0800 0800 ____ 0800 ____ ____ 124RTYZ1802____________

LWOP 1 ____ ____ ____ 0800 ____ 0800 ____ _______________________

Overtime 1 ____ ____ 0315 ____ 0345 ____ ____ 16ABC1802______________

Regular 2 ____ 0715 0400 0630 0800 ____ ____ 124RTYZ1802____________

Regular 2 ____ 0045 ____ 0130 ____ 0800 ____ 15623487996____________

LWOP 2 ____ ____ 0400 ____ ____ ____ ____ _______________________

Overtime 2 ____ 0400 ____ ____ 0400 ____ ____ 16ABC1802______________

Comp 2 ____ ____ ____ 0500 ____ ____ ____ 16ABC1802______________

This employee is FLSA (Fair Labor Standards Act) Exempt and Federal Retirement Plan code M (Federal

Employees’ Retirement System – FERS Special). The Duty Station is 426600003, which is used to



This employee transferred in and has monies from the prior appointment that will be needed for limitation

editing only.

Transfer amounts are as follows:

Thrift – 17500.00



Yearly Maximum Limitations:

Thrift – 18000.00



Overtime, Bi-weekly, Annual, and Aggregate pay caps limitation amounts are per OPM regulations.

Note: The transfer wages are high due to overtime, awards, etc.



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Federal Tax Levy - Involuntary – (Net Allowable for Married and 5 Exemptions)

Federal Tax – Married with 5 exemptions

State Tax –

o Pennsylvania Non-Residence (Residence State is Arizona)

o Arizona 3.6% and $25.00 Additional (Residence State)

Local Tax – Pittsburgh Pennsylvania (State code 42 and City code 6600)

Medicare Tax


Retirement – FERS (Plan Code M)

Health Benefits – FEHB Plan 224 Post-Tax (Federal Employees Health Benefits)

Vision - $11.00 (per pay period)

FEGLI (Federal Employees’ Group Life Insurance – Code F1 (Basic, Standard, and Family

Options) Date of Birth is August 19, 1957


Federal Thrift Savings (TSP) Catch-Up – 240.00 (per pay period up to IRS yearly limit)

Federal Thrift Savings (TSP) Loan – 135.00

Roth – 3% (per pay period up to the IRS yearly limit)

Results must show:

Gross Pay


Cutback Monies

o Amount and Type

Deduction

o Amount and Type


o Amount and Type


Net Pay


23



Maritime Pay Schedule (WM) pay plan at grade 8 step 00. This Federal employee is paid on a bi-weekly

basis (pay period) and has a Fulltime schedule of 80 hours (40 hours each week), but is paid for 112

hours due to weekend duty on the ship. The employee is a Military Sealift Command (MSC) Purser of

50% (main position) and a wiper of 50% (higher rate of pay). Employee receives 2 days of subsistence

and 1 hour of overtime (on ship Saturday). Employee earned an additional 6 hours of overtime and 5

hours of compensatory time. This employee worked 80 regular hours this pay period as follows:

WK


REGULAR MSC 1 0800 ____ ____ ____ ____ ____ 0800 0000330____________

REGULAR 1 ____ 0800 0800 0800 0800 0800 ____ 0000330____________

UNSCH OT 1 ____ 0600 ____ ____ ____ ____ ____ 0000330____________

REGULAR MSC 2 0800 ____ ____ ____ ____ ____ 0800 0000330____________

REGULAR 2 ____ 0800 0800 0800 0800 0800 ____ 0000330____________

COMP TIME 2 ____ 0500 ____ ____ ____ ____ ____ 0000330____________

SCHED OT 2 ____ ____ ____ ____ ____ ____ 0100 0000330____________

This employee is Federal Retirement Plan code C (Social Security System (FICA) and Civil Service

Retirement System (CSRS). The Duty Station is 511686710, which is used to determine the correct

salary and locality for payment. 2016 pay rates, salary tables, and benefit deductions are applicable.


Federal Tax – Married with 2 Exemptions

State Tax – Virginia, Married with 2 Exemptions

Medicare Tax


Retirement – FICA and CSRS (Plan Code C)

Health Benefits – FEHB Plan 312 (Federal Employees Health Benefits)


FEGLI (Federal Employees’ Group Life Insurance – Code E1


Federal TSP Catch-Up – $150.00 (per pay period up to IRS yearly limit)

Federal TSP Roth – 3% (per pay period up to IRS yearly limit)

TSP Loan - $97.00 (per pay period)

Draw (Salary Advance) – 25% (per pay period)

Child Support – 50% (per pay period)


24

Results must show:

Gross


Deductions (Types and Amounts)


Net


25



Teaching Position – DoD Education Activity (DoDEA) Pay Schedule (TP) pay plan at grade CB step 01.

This Federal employee is paid on a bi-weekly daily basis (pay period) and has a Fulltime schedule of 14

days (7 days each week) The employee is in a suspension status for 2 days. Employee is located in

Augsburg and has a rate of $18,900 per year and foreign post allowance at 15% Augsburg. This

employee worked 14 regular days this pay period as follows:

WK SUN MON TUE WED THU FRI SAT COST STRUCTURE (Cost Account)

REGULAR 1 ____ 1 1 1 1 1 ____ 049451____________

2 ____ 1 1 1 ____ ____ ____ 049451____________

SUSPEND 2 ____ ____ ____ ____ 1 1 ____ 049451____________

This employee is Federal Retirement Plan code 1 (Civil Service Retirement System (CSRS)). The Duty

Station is GM5700000, which is used to determine the correct salary and locality for payment. 2016 pay

rates, salary tables, and benefit deductions are applicable.


Federal Tax – Single with 2 Exemptions

State Tax – Maryland Single with 2 Exemptions

o County Tax – Prince George

Medicare Tax

Retirement – CSRS

Health Benefits – FEHB Plan 111 (Federal Employees Health Benefits)


FEGLI (Federal Employees’ Group Life Insurance – Code F2

Federal Thrift Savings (TSP) – $700.00 (per pay period up to IRS yearly limit)

Federal TSP Roth – $200.00 (per pay period up to IRS yearly limit)

Union Deduction - $25.00 (per pay period)

Living Quarters Debt - $325.00

LWOP Penalty (calculated on suspension status); shows as a reduction of LQA and post

allowance payable.

Results must show:

Gross


Deductions (Types and Amounts)


Net


26


Test Case 6 covers a United States Civil Servant (Federal Employee) working as a Firefighter in a job

level assigned to a General Schedule (GS) pay plan at grade 6 step 1, Occupational Series is 0081 (Fire

Protection and Prevention). This Federal employee is paid on a bi-weekly basis (pay period) and has a

Fulltime schedule of 144 hours (72 per week). This employee worked 144 Regular hours and 48 Overtime

hours this pay period as follows:

WK


Regular 1 ____ ____ 1600 ____ 1600 ____ 1600 0001____________

Regular 1 ____ ____ 0800 ____ 0800 ____ 0800 0002____________

Overtime 1 ____ ____ ____ ____ ____ 2400 ____ 0003____________

Regular 2 ____ ____ ____ 0100 ____ ____ ____ 0004____________

Regular 2 ____ ____ ____ 0100 ____ ____ ____ 0005____________

Regular 2 ____ ____ ____ 0100 ____ ____ ____ 0006____________

Regular 2 ____ ____ ____ 0100 ____ ____ ____ 0007____________

Regular 2 ____ ____ ____ 0100 ____ ____ ____ 0008____________

Regular 2 ____ ____ ____ ____ ____ 2400 ____ 0009____________

Regular 2 ____ 1600 ____ 1600 ____ ____ ____ 0010____________

Regular 2 ____ 0800 ____ 0300 ____ ____ ____ 0011____________

Overtime 2 ____ ____ ____ ____ 2400 ____ ____ 0012____________

This employee is FLSA (Fair Labor Standards Act) Non-Exempt and Federal Retirement Plan code MF

(Federal Employees’ Retirement System – FERS/FRAE Special). The Duty Station is 530830025, which

is used to determine the correct salary and locality for payment. 2016 pay rates, salary tables, and benefit



Federal Tax – Single with 2 Exemptions

Federal Tax Additional - $44.00

State Tax –

o Washington (Residence State California)

o California – Single with 2 Exemptions

Medicare Tax


Retirement – FERS/FRAE (Plan Code MF)


Dental - $15.00 (per pay period)

FEGLI (Federal Employees’ Group Life Insurance) – Code 90 (Basic and Optional(3x) Date of

Birth is June 6, 1996



27

Health Savings Account – $125.00

Results must show:

Gross Pay


Deduction

o Amount and Type


o Amount and Type


Net Pay


28


Test Case 7 covers a Casual Hire (Not a Federal Employee) working as a casual firefighter in a job at the

hourly rate of $29.04. This casual firefighter worked 159 hours over 15 days.

MM DD YY STRT TIME END TIME HOURS/MIN

Regular 04 18 16 0700 1500 08:00

Regular 04 19 16 0700 1500 08:00

Regular 04 20 16 0700 2300 16:00

Regular 04 21 16 0700 1900 12:00

Regular 04 23 16 0700 1500 08:00

Regular 04 24 16 0300 2300 20:00

Regular 04 25 16 0700 1500 08:00

Regular 04 26 16 0700 2100 14:00

Regular 04 27 16 0700 1500 08:00

Regular 04 28 16 0700 1700 10:00

Regular 04 29 16 0700 1500 08:00

Regular 04 30 16 0700 1500 08:00

Regular 05 01 16 0700 1500 08:00

Regular 05 02 16 0700 1500 08:00

Regular 05 03 16 0700 2200 15:00

This casual firefighter was hired at Boise Idaho, which is used to determine the correct hourly rate for

payment. 2016 Tax Formulas were used.



State Tax – Idaho - Single with 2 exemptions

Commissary 150.00

Results must show:

Gross Pay


Deductions

o Amount and Type

Net Pay


29


Test Case 8 covers a Casual Hire (Not a Federal Employee) working as a casual firefighter in a job at the

hourly rate of $29.04. This casual firefighter worked 82 hours over 7 days.

MM DD YY STRT TIME END TIME HOURS/MIN

Regular 04 18 16 0700 1500 08:00

Regular 04 19 16 0700 1500 08:00

Regular 04 20 16 0700 2300 16:00

Regular 04 21 16 0700 1900 12:00

Regular 04 23 16 0700 1700 10:00

Regular 04 24 16 0300 2300 20:00

Regular 04 25 16 0700 1500 08:00

This casual firefighter was hired at Boise, Idaho, which is used to determine the correct hourly rate of for

payment. 2016 Tax Formulas were used.



State Tax –

o Idaho - Single with 2 exemptions

o California - Single and 2 exemptions

Involuntary Child Support – 15%

Results must show:

Gross Pay


Deductions

o Amount and Type

Net Pay


30


Test Case 9 covers a United States Civil Servant (Federal Employee) working in a job level assigned to a General Schedule (GS) pay plan at grade 5 step 1. This Federal employee is paid on a bi-weekly basis (pay period) and has a Fulltime schedule of 80 hours (40 hours each week). This employee worked 80 regular hours and 9 overtime hours this pay period as follows:

WK


Regular 1 ____ 0800 ____ 0800 ____ 0800 ____ 124RTYZ1802____________

Regular 1 ____ ____ 0800 ____ 0800 ____ ____ 16ABC1802______________

Overtime 1 ____ ____ ____ ____ ____ ____ 0900 124RTYZ1802____________

Regular 2 ____ 0800 0800 0800 0800 ____ ____ 16IAW1234CFR___________

Regular 2 ____ ____ ____ ____ ____ 0800 ____ 15623487996____________

This employee is FLSA (Fair Labor Standards Act) Non-Exempt and Federal Retirement Plan code K

(Federal Employees’ Retirement System – FERS). The Duty Station is 240000033, which is used to




Federal Tax – Married with 2 Dependents

State Tax – Maryland, Married with 2 Dependents (Residence State)

o County Tax Code 033 (Prince George County)

Medicare Tax


Retirement – FERS (Plan Code K)

Health Benefits – FEHB Plan 112 – Pre-Tax (Federal Employees Health Benefits)


FEGLI (Federal Employees’ Group Life Insurance – Code C0 (Basic only) Date of Birth is January

1, 1971


Results must show:

Gross


Deduction Types and Amounts



Net