Local Employment Policy Handbook - ICASS

The FME Coordinator may authorize HPR at any step within the authorized American pay plan grade of
the position that isn’t more than the salary listed on the SF-50. However, if the HPR falls between two
steps of the grade, the FME Coordinator may authorize the higher step. If the SF-50 salary is more than
the highest step of the grade of the position, the FME Coordinator will authorize HPR at the highest step
(even though it will be lower than the salary on the SF-50). The FME Coordinator may not use the next
higher American FP grade to match the salary on the SF-50.
The appropriate regional or functional bureau FME Coordinator may grant HPR retroactively to the date
of the appointment under the following condition: If the employee claims HPR but does not have
supporting documentation (SF-50), HR enters the remark on the SF-50: “Salary subject to correction upon
verification of services which establishes highest previous rate.” When the rate is verified, HR processes
a correction action to change the salary level effective the date of appointment.
HPR may only be used when funds are available at the time of hire. If Mission management determines
that funds are not available to meet HPR, the salary is set consistent with bureau policy, generally at Step
1. HPR may not be granted retroactively when funds later become available. The Mission and the
regional or functional bureau must make sure that employees are treated equitably during periods when
funds are limited.
Regional or functional bureaus may have their own specific policy for applying HPR. In instances when
the regional or functional bureau’s policy is different from the guidance in this policy guidebook, the
regional or functional bureau’s policy is controlling.