Should I (can I) keep my job?
June 29, 2010 4:01 PM   Subscribe

I have been at my current job for five years; 2 years ago I transitioned from an active-duty (military) position to the same job as a civilian hire on a 2 year contract. I was hired at a salary below the median, with the understanding that this would be expected to increase. I have been upfront that I would like to stay, but would want my compensation to be more commensurate with industry standards. As the end of my contract approaches complications ensue...

First some background...my workgroup includes active duty members and one other civilian. The other civilian (C) has been at this location about 2 yrs longer than me; he does have more years of experience (but please note: we are doing the same job). He is hired through a different contracting route. As a defense contractor his salary is publicly searchable, and by his last listed salary this institution is paying him 120k more than me. (same job!). I would estimate that my salary is at about 30th percentile, and his about the 90th.

Recently there have been changes as to the types of allowable contracts, ie, no more independent contractors (all will be GS or GS equivalent).

My immediate supervisor (A) put plans in motion to ensure both of us would stay, with salary packages at or above the median. A listed job was created with some additional administrative responsibilities, which I applied for about 6 weeks ago. In the interim my immediate supervisor has left for temporary assignment elsewhere.

My current supervisor (B) has presented himself as ostensibly helpful...telling me that the contracting process is very complicated, he isn't supposed to talk to me about it, but still dropping occasional encouraging comments. More recently I have directly challenged the fact that I am appearing on the schedule after the period that my contract ends ("I need to know if I still have a job before I schedule x and y"). He then appeared in my office, again spun the yarn about not being able to fully discuss the contracting process, but told me that "I can tell you that I feel fully confident in leaving you on the schedule".

Last week (just before I left town for 4 days) B came to my office to give me the good news that the decision was made to extend my current contract (with some additional responsibilities) with a 5% raise. This does not represent the new position that I had applied for, which I later learned he has until the end of the week to submit a name for. I expressed dissatisfaction with this proposal, and he stated that he would "talk to HR".

I strongly suspect that B intends to submit C's name for the new position. There is no way that C will be taking a 120k paycut. This means that he is proposing leaving us in essentially the same jobs, with a significant pay disparity. This really sticks in my craw; I feel like this was a bait and switch (spin me along with hints, then offer me the same deal).

I confirmed with A that this was not the intention when this re-contracting process started.

I have an appointment to speak with B's boss's boss (D) tomorrow; he was a direct supervisor and mentor in the past.

So, finally, some questions/requests for advice.
*I don't have a lot of experience with salary negotiation. I plan to discuss my wish to have my base salary approach/exceed the median, separate from the conpensation package (insurance/etc).
*I am also stongly considering not accepting the offer as it stands, and walking away. I could find another job, but it could take some time (state licensing issues) and would probably involve moving (which I don't want to do; I like my house). Financially I would be ok, but I would rather not have the hassle. Am I crazy? My current salary is by no means puny, but I feel that this institution is trying to buy me for cheap and that I should show myself more respect.
*I also worry that this would look bad when/if I do look for greener pastures. I would like to leave this job on my own terms, not scrambling to pack my stuff as I go out the door.
*I am fairly freaked out. I would welcome any advice re phrasing/buzzwords for my meeting tomorrow.
posted by maryrussell to Work & Money (6 answers total)
 
What are the penalties for breaking your contract? That is, could you keep your current job, look for a new job on the side, and then quit when you find a better position?
posted by decathecting at 4:05 PM on June 29, 2010


Is that a typo? Someone is doing essentially then same job as you and making $120,000 more per year than you? Converting to GS schedule? A GS-15 step 10 with no locality pay is like $130,000. Beyond that it's SES. Your question is not making a lot of sense to this GS-12 step 8.
posted by fixedgear at 4:07 PM on June 29, 2010


Response by poster: * I would not be breaking my contract. The end of my current contract is approaching, and I have been offered an "extension" (actually, a new contract that is essentially the same). If I took this offer then left early I believe I would have to forfeit the "bonus" portion of my salary (20% of total). I'd have to check that.

*fixedgear: sorry, I wasn't sure how technical to get. This is actually NSPS, not GS. There is the ability to add "location bonuses" to bring salaries more in line with civilian jobs. I am currently hired under NSPS; C is directly contracting for his services (and was I believe being paid out of GWOT funds). The number is NOT a typo.
posted by maryrussell at 4:25 PM on June 29, 2010


Something they might bring up in the meeting is why their is a large pay difference between an employee and an independent contractor. So, I hope this will help you form a good argument with facts.

An independent contractor is running his own company. They require more money because they:
- Pay more in taxes.
- Buy insurance off the shelf, and do not have it subsidized.
- Purchase their own equipment.
- Pay both halves of FICA.
- Do not bill for hours not worked (such as sick time, vacation time).

So, here's one formula a contractor might use:
hourly rate = 1.5 * ( ( full-time annual salary ) / 2000 )

Plug some numbers into all of that to get a real idea of the pay disparity.
posted by Houstonian at 4:31 PM on June 29, 2010


My agency (DLA) is doing away with NSPS and the jobs are being converted back to GS. The thing with NSPS was/is 'pay bands' with the bands being roughly equivalent to GS. Like NSPS level I was roughly equal to GS-12 to GS-14. I get locality pay - every GS employee does. Certain GS series had special bumps, like IT and even our attorneys. Is it possible that your search is showing the value of the contract that the firm has been awarded, and that this employee is receiving a percentage/fraction of that contract? My concern is that you are going to go in and say "I'm making 25% of what X is" when that is really not the case. When you say 'institution' it kind of leads me to believe that you are somehow in academia.
posted by fixedgear at 4:43 PM on June 29, 2010


Are you sure he is paid $120K more than you, or is his firm (you say he's a contractor)? I'm a contractor - I assure you I don't make as much as my firm is paid for my services.
posted by NotMyselfRightNow at 5:56 PM on June 29, 2010 [1 favorite]


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