Gs 11 military equivalent

Gs 11 military equivalent DEFAULT

How to Convert Military Rank to Federal Civil Service

Getting ahead in government service is a long-term project, with promotions coming from a combination of your ability and your willingness to stick around long enough for seniority to work in your favor. This holds true whether you're a civilian employee or a member of the military, so it's not surprising that you can draw parallels between military ranks and federal civil service grades. If you're considering a federal job when you leave the military, it's especially useful information to have at your fingertips.

At the Entry Level

The lowest level in the federal government's General Schedule pay table for civilian employees is GS-1, which is for new hires with minimal experience, education and/or skills. That's equivalent to a private in the U.S. Army or a seaman recruit in the U.S. Navy. GS-2 is the next grade, roughly the same as a private 2 in the army or a seaman apprentice in the navy. If you're currently a private first class in the army, or a seaman in the navy, a civilian at the GS-3 pay grade is closest to the same level.

NCOs and Senior NCOs

As you get into the NCO and senior NCO ranks, there are some overlaps and gray areas between the military ranks and the civilian GS pay grades. Civilians at GS-4, GS-5 and GS-6 are about the same as petty officers – 3rd, 2nd and 1st class – in the navy, or specialists, corporals and sergeants in the army. When you get up to GS-7 and GS-8, you're looking at the civilian equivalents of senior NCOs, the equivalent of naval warrant officers or the army's sergeant majors. It's harder to draw direct lines between the military ranks and their civilian equivalents at this level; in either service, seniority, special qualifications and above-average performance can lead to a lot of differences between individuals.

Junior Officers

Civilian service grades don't draw a line between commissioned officers and enlisted ranks the way the armed forces do, so a naval ensign or newly minted lieutenant junior grade translates roughly to a GS-7 or GS-8 pay grade, the same as a senior NCO. After that, the comparisons become relatively predictable. A civilian GS-9 compares to a 2nd lieutenant in the army or a more senior lieutenant junior grade in the navy. Pay grades GS, 11 and 12 are roughly equivalent to a first lieutenant or captain in the army, or to lieutenants and lieutenant-commanders in the navy.

Senior Officers

For federal civilian employees, GS is where pay grades begin to correspond to senior officers in the army or navy. That's equivalent to a major in the army, or a commander in the navy. The GS and GS pay grades are roughly equal to those of lieutenant-colonels and colonels in the army, or to more senior commanders and captains in the navy.

The next step takes you into the government equivalent of the executive suite in private industry, where you find the most senior of managers. In the civil service, it's referred to as senior executive service, which begins at SES level 5, or SES-V. That's the equivalent of a brigadier-general in the army, or a lower-half rear admiral in the navy. SES-IV and SES-III correspond to upper-half rear admirals and vice admirals in the navy, or major-generals and lieutenant-generals in the army. SES-II and SES-I are the equivalent of full generals or full admirals.

Transitioning to the Civil Service

If you're planning to transition from the military to the federal civil service, knowing how your current rank translates to its civilian equivalent is only part of the picture. If you've got your eye on one or two specific job listings, take a close look at the requirements for each position. You'll need to meet the educational requirements, to begin with, and you'll also need to look at how your military experience translates to the demands of the new job. If it requires the kind of technical skills you've acquired in the field, that should count in your favor. Management and administrative experience translate well, because those roles are pretty much the same in the civilian world. Your new civilian job might put you at a pay grade that's nominally below that of your military rank, but that shouldn't be your focus. Civilian positions pay relatively higher than their military equivalents, so you'll likely still come out ahead.

Something to Be Aware Of

One thing you need to know about switching to the civil service is its effect on your military pension. You can collect your military and civilian pensions separately, but when you turn 62 and become eligible for Social Security, your military benefits will be clawed back. That can cost you as much as $1, a month, so it's a pretty vital piece of information.

You can avoid that when you switch to your civilian job by taking advantage of a program called Catch It means you can make a deposit into your federal civil service pension and "buy back" the time you've spent in military service. Basically, it means you have to make a catch-up payment to your civilian pension, so it's as if you were in the civil service the whole time instead of the military. You'll have to work out how the math applies in your own case, but usually it's well worth doing.



  • You will still have to meet the other qualifications for any position you apply for, including education and experience. So in some cases, you might have to start a federal job at a slightly lower pay grade.

Writer Bio

Fred Decker is a trained chef and prolific freelance writer. In previous careers, he sold insurance and mutual funds, and was a longtime retailer. He was educated at Memorial University of Newfoundland and the Northern Alberta Institute of Technology. His articles have appeared on numerous business-related sites, including Zack's, Bizfluent, AZCentral, and's B2B portal for food service professionals.


What is GS 11 equivalent to in the military?

What is GS 11 equivalent to in the military?

Equivalent Civilian to Military Ranks

Civilian GradeMilitary RankArmy Title
GS, GSO-3Captain
GSO-5Lieutenant Colonel

What does a GS 12 get paid?

Starting salary for a GS employee is $66, per year at Step 1, with a maximum possible base pay of $86, per year at Step The hourly base pay of a Step 1 GS employee is $ per hour1.

What GS level is a Phd?


Can you go from a GS 11 to GS?

Technically you could apply for the grade 13 however you cannot use your government experience as a grade 11 to qualify for the grade

What does a GS-7 get paid?

Starting salary for a GS-7 employee is $37, per year at Step 1, with a maximum possible base pay of $48, per year at Step The hourly base pay of a Step 1 GS-7 employee is $ per hour1.

Do you need a PHD for GS 15?

Unless you are in a specialty that requires an advanced degree, a bachelors is fine for most jobs to the 15 level. It&#;s even good for admin SES levels. A masters may help you in a competition, but a Phd is generally overkill and can actually backfire unless it&#;s directly related to the job.

Do you need a PhD to be SES?

A doctorate is still generally not a requirement to land SES jobs. However, if that degree helps you develop the exact SES skills and leadership experience most hiring boards seek, then they should be factored into mid-level career moves.

How do you qualify for GS?

GS is typically requires a PhD. level education and years of experience. As employees gain more experience, they can receive in-grade step promotions. While step promotions generally do not correspond with an increase in authority or responsibility, they do provide a pay raise.

What is the highest GS pay?


How long does it take to make GS?

6 years

What do GS make?

Starting salary for a GS employee is $, per year at Step 1, with a maximum possible base pay of $, per year at Step The hourly base pay of a Step 1 GS employee is $ per hour1. The table on this page shows the base pay rates for a GS employee.

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General Schedule (US civil service pay scale)

The General Schedule (GS) is the predominant pay scale within the United States civil service. The GS includes the majority of white collar personnel (professional, technical, administrative, and clerical) positions. As of September&#;[update], 71 percent of federal civilian employees were paid under the GS. The GG pay rates are identical to published GS pay rates.

The remaining 29 percent were paid under other systems such as the Federal Wage System (WG, for federal blue-collar civilian employees), the Senior Executive Service and the Executive Schedule for high-ranking federal employees, and other unique pay schedules used by some agencies such as the United States Securities and Exchange Commission and the Foreign Service. Starting in [update], some federal employees were also paid under Pay Bands.[1]


The GS was enacted into law by the Classification Act of , which replaced Classification Act of The GS is now codified as part of Chapter 53 of Title 5 of the United States Code sections to (5&#;U.S.C.&#;§§&#;–). The pay scale was originally created with the purpose of keeping federal salaries in line with equivalent private sector jobs. Although never the intent, the GS pay scale does a good job of ensuring equal pay for equal work by reducing pay gaps between men, women, and minorities, in accordance with another, separate law, the Equal Pay Act of [citation needed]

Prior to January , GS personnel were generally paid the same amount (for a given grade and step) regardless of where they worked. This system ignored the growing reality of regional differences in salaries and wages across the United States, and this led to a perception that in many locations federal civil service salaries were increasingly uncompetitive with those in the private sector, thus affecting recruiting and retention efforts by federal agencies. In January , the Federal Employees Pay Comparability Act of (FEPCA) introduced a "locality pay adjustment" component to the GS salary structure. Both Republican and Democratic administrations have complained about the methodology used to compute locality adjustments and the projected cost of closing the pay gap (as determined by FEPCA) between federal salaries and those in the private sector. In December , the President's Pay Agent reported that an average locality pay adjustment of per cent would be required to reach the target set by FEPCA (to close the computed pay gap between federal and non-federal pay to a disparity of five per cent). By comparison, in calendar year , the average locality pay adjustment actually authorized was per cent. As a result, FEPCA has never been fully implemented.[citation needed]


The United States Office of Personnel Management administers the GS pay schedule on behalf of other federal agencies.

Changes to the GS must normally be authorized by either the president (via Executive Order) or by Congress (via legislation). Normally, the President directs annual across-the-board pay adjustments at the beginning of a calendar year after Congress has passed the annual appropriations legislation for the federal government.

Under FEPCA, the Bureau of Labor Statistics conducts annual surveys of wages and salaries paid to non-federal workers in designated locality pay areas. Surveys are used to determine the disparity, if any, between federal and non-federal pay in a given locality pay area. The Federal Salary Council (created by FEPCA) prepares recommendations concerning the composition of the designated locality pay areas and the annual comparability adjustment for each area, as well as an adjustment for all other workers outside these areas, referred to as "Rest of U.S.". The council's recommendations are transmitted to the President's Pay Agent (also created by FEPCA), which then establishes, modifies, or disestablishes individual locality pay areas and makes the final recommendation on pay adjustments to the president, who may either accept the agent's recommendations or (in effect) reject them through the submission of an alternative pay plan.

FEPCA also provides for an automatic annual across-the-board adjustment of GS pay rates. A common misconception is that the annual federal pay adjustments are determined according to cost of living fluctuations and other regional considerations. In fact, the across-the-board adjustments to the GS (but not locality pay) are determined according to the rise in the cost of employment as measured by the Department of Labor's Employment Cost Index, which does not necessarily correlate to the better-known Consumer Price Index, which tracks consumer prices.

Grade and step structure[edit]

US Government Employees Pay Comparison

The GS is separated into 15 grades (GS-1, GS-2, etc. up to GS); each grade is separated into 10 steps. At one time, there were also three GS "supergrades" (GS, GS and GS); these were eliminated under the provisions of the Civil Service Reform Act of and replaced by the Senior Executive Service and the more recent Senior Level (non-supervisory) pay scale.

Most positions in the competitive service are paid according to the GS. In addition, many positions in the excepted service use the GS as a basis for setting pay rates. Some positions in the excepted service use the grade designator "GG"—for example, "GG" or "GG". The GG pay rates are generally identical to published GS pay rates.

The GS-1 through GS-7 range generally marks entry-level positions, while mid-level positions are in the GS-8 to GS range and top-level positions (senior managers, high-level technical specialists, or physicians) are in the GS to GS range. A new GS employee is normally employed in the first step of their assigned GS grade, although the employer has discretion to, as a recruiting incentive, authorize initial appointment at a higher step (other agencies may place the employee at a higher grade). In most professional occupations, entry to mid-level positions are classified at two-grade intervals—that is, an employee would advance from GS-5 to GS-7, then to GS-9 and finally to GS, skipping grades 6, 8 and

Advancement between steps within the same grade[edit]

Permanent employees below step 10 in their grade normally earn step increases after serving a prescribed period of service in at least a satisfactory manner. The normal progression is 52 weeks (one year) between steps 1–2, 2–3, and 3–4, then weeks (two years) between steps 4–5, 5–6, and 6–7, and finally weeks (three years) between steps 7–8, 8–9, and 9–[2] However, an employee can be rewarded for outstanding work performance via a "quality step increase" ("QSI"), which advances the employee one step within grade regardless of time at the previous step.[3] (When a QSI is awarded, the date of the QSI becomes the starting date for the next step increase, which (if future step increases are awarded on the normal progression) will shorten the overall time for an employee to reach the final step within a grade.)

Advancement between grades[edit]

Depending on the agency and the work description, a GS position may provide for advancement within a "career ladder," meaning that an employee performing satisfactorily will advance between GS grades, normally on an annual basis, until he(she) has reached the top GS grade for that job (which represents full performance). Advancement beyond the top grade (to either a specialized technical position or to a managerial position) would be subject to competitive selection.

Not all positions, however, provide for such a "career ladder," thus requiring employees who seek advancement to consider other career paths, either within their agency or outside it.

An example is the "career ladder" for auditors within the Defense Contract Audit Agency (DCAA). The traditional "entry level" grade within DCAA is the GS-7 level (some employees come in either at the lower GS-5 level or higher GS-9 or GS levels) and the "career ladder" is GS-7 to GS-9 to GS and finally to GS, with the employee expected to advance between grades after one year and to reach the GS level after three years. Beyond the GS level, advancements to the higher levels (GS, GS, and GS, most of which are managerial positions) are based on competitive selections.

Furthermore, if an employee is promoted to a grade which is not part of the career ladder (such as a promotion to a supervisory position), the employee's salary is set at the step within the higher grade nearest the employee's current salary (but never below the current salary), plus additional steps to reward the employee for the promotion and to account for the increased responsibilities that go along with the new position. As an example (and not including locality adjustments), an employee at GS Step 10 (base salary $86,) being promoted to a GS position would initially have his/her salary set at GS Step 4 (base salary $87,, as it is the nearest salary to GS Step 10 but not lower than it), and then have his/her salary adjusted to a higher step (such as GS Step 6, having a base salary of $92,).

Salary calculation[edit]

Salaries under the GS have two components: a base salary and a "locality pay adjustment".

Base salary[edit]

The base salary is based on a table compiled by Office of Personnel Management (the table is shown below),[4][needs update] and is used as the baseline for the locality pay adjustment. The increases between steps for Grades GS-1 and GS-2 varies between the steps; for Grades GS-3 through GS the increases between the steps are the same within the grade, but increase as the grade increases. The table is revised effective January of each year to reflect the basic cost of living adjustment (known as the General Schedule Increase).

Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10
1 $19, $20, $21, $21, $22, $22, $23, $24, $24, $24,
2 $22, $22, $23, $24, $24, $25, $25, $26, $27, $27,
3 $24, $25, $25, $26, $27, $28, $29, $29, $30, $31,
4 $27, $28, $28, $29, $30, $31, $32, $33, $34, $35,
5 $30, $31, $32, $33, $34, $35, $36, $37, $38, $39,
6 $33, $35, $36, $37, $38, $39, $40, $41, $42, $44,
7 $37, $38, $40, $41, $42, $43, $45, $46, $47, $48,
8 $41, $43, $44, $45, $47, $48, $50, $51, $52, $54,
9 $46, $47, $49, $50, $52, $53, $55, $56, $58, $59,
10 $50, $52, $54, $55, $57, $59, $60, $62, $64, $65,
11 $55, $57, $59, $61, $63, $65, $66, $68, $70, $72,
12 $66, $69, $71, $73, $75, $77, $80, $82, $84, $86,
13 $79, $82, $84, $87, $90, $92, $95, $98, $, $,
14 $93, $97, $, $, $, $, $, $, $, $,
15 $, $, $, $, $, $, $, $, $, $,

Some positions have their own unique GS scales. One notable example being patent examiner positions who can receive a supplement of more than 50% from the standard GS scale. Under the laws governing special GS scales, employees whose positions are covered by those scales earn either the special scale salary, or the standard GS scale salary plus a locality adjustment (see below), whichever is higher.[5]

Locality adjustment[edit]

The second component of the GS salary, the locality pay adjustment, was introduced in as part of the Federal Employees Pay Comparability Act of (FEPCA). Prior to FEPCA, all GS employees received the same salary regardless of location, which failed to reflect both the disparity between public sector and private sector pay as well as differences in cost of living in major metropolitan areas. As noted earlier, an employee in a position with a special GS scale does not receive a locality adjustment unless the pay under the special scale is lower than using the locality pay adjustment.

Under FEPCA, specified metropolitan areas, plus Alaska and Hawaii, are designated to receive pay adjustments in excess of the general adjustment provided to the "Rest of U.S.". Salary adjustments in other U.S. Territories and for overseas employees are separate from this adjustment. As of [update], 52 areas, plus the entire states of Alaska and Hawaii, have been designated to receive this excess adjustment.[6]

The total pay with locality is calculated as follows (the result of both equations is the same):

{\displaystyle {\text{Total pay}}={\text{Locality}}\%\cdot ({\text{Base pay}})+{\text{Base pay}}}
{\displaystyle {\text{Total pay}}={\text{Base pay}}\times (1+{\text{Locality}}\%)}

FEPCA places a cap on the total salary of highly paid employees (mainly those at the higher GS Grade steps) &#; the total base pay plus locality adjustment cannot exceed the salary for employees under Level IV of the Executive Schedule.

The locality pay adjustment is counted as part of the "high-3" salary in calculating Federal Employees Retirement System (FERS) and Civil Service Retirement System (CSRS) annuities, as well as the baseline for individuals having a percentage of salary deducted for deposit into the Thrift Savings Plan.


Personnel based outside the United States (e.g. U.S. territories, foreign overseas areas) receive a lower locality adjustment ( percent for ). However, they may also receive certain non-taxable allowances such as cost-of-living allowances, post allowances and housing allowances in accordance with other laws, such as the Foreign Service Act. Federal civilian workers based in CONUS do not normally receive housing allowances or government-furnished housing. Also, some civilian personnel stationed overseas do not receive housing allowances; this may include military dependents working in federal civilian positions overseas, military members that left the service while overseas and were hired into an overseas position, and U.S. citizens hired into overseas positions while traveling abroad.

In contrast, the tax-free allowances paid during overseas assignments (especially the housing allowances) are generally considered to be an incentive to serve overseas, as they can be quite generous. While this situation may be advantageous to some personnel during their assignment overseas, these tax-free allowances are not considered to be part of one's salary, therefore they are not counted when computing a civil service annuity at retirement. CONUS locality adjustments, however, are counted when computing annuities.

Employees stationed in Alaska and Hawaii were formerly considered OCONUS and received a cost of living adjustment, but are being phased into the domestic locality pay system.

Note:"Employees of the U.S. Government are not entitled to the foreign earned income exclusion or the foreign housing exclusion/deduction under section because 'foreign earned income' does not include amounts paid by the U.S. Government as an employee. But see Other Employment, later"[7]

Comparison between civilian and military rank equivalents[edit]

US Government Employees Pay Comparison

Protocol Precedence Lists for civilian and military personnel have been developed by each of the Department of Defense organizations to establish the order of government, military, and civic leaders for diplomatic, ceremonial, and social events. Protocol is a code of established guidelines on proper etiquette. Precedence is defined as priority in place, time, or rank. In the government, military and diplomatic corps, precedence among individuals' positions plays a substantial role. Equivalency between civilian pay grades and military rank is only for protocol purposes and informally for delegated supervisory responsibilities. While the authority of military rank extends across services and within each service, the same does not exist for civilian employees and therefore, there is no equivalency of command or supervisory authority between civilian and military personnel external to the local organization. The "Department of the Army Protocol Precedence List" is developed by the Army Protocol Directorate. Another form of the Army "Precedence List" can be found in Appendix D of DA PAM A Guide to Protocol and Etiquette for Official Entertainment. The Department of the Navy "Civilian and Military Pay Grades" list can be found in Annex D of OPNAVINST A: Social Usage and Protocol. The Department of the Air Force "Military and Civilian Rank Equivalents" can be found in Attachment 10 of AFI Consolidated DOD lists have been compiled by JMAR.[8]

Geneva Convention category Military GS
V: General officer O-7 through O Senior executive service
IV: Field grade officer O-6
III: Company grade officer O-3
II: Non-commissioned officer (NCO) E-8/E-9
WL/WS/GS-1 through GS-4
I: Enlisted E-1 through E-4 WG/WL

The comparison of GS and military ranks with respect to financial accounting has different rules than those treating protocol. According to DoD R Financial Management Regulation Volume 11A, Chapter 6 Appendix B (January ):[9]

Geneva Convention category GS/SES Military
V: General officer ES Level III
ES Level IV
ES Level V
IV: Field grade officer GS
III: Warrant officer/company grade officer GS
O-3, WO-5/WO-4
O-2, WO-3
O-1, WO-2/WO-1
II: Non-commissioned officer/senior non-commissioned officer GS
I: Enlisted GS

Pay for performance[edit]

In recent years, there have been several attempts to eliminate the GS and replace it with various pay systems emphasizing "pay for performance" (i.e., a system in which pay increases are awarded based more on merit and work performance and less on seniority and length of service). The pay structure which enables this is typically known as pay banding. The best known efforts in this area are the pay systems created for the Departments of Homeland Security and Defense (the National Security Personnel System)[10] in and , respectively. These efforts were challenged by federal labor unions and other employee groups.[citation needed] Many supervisory and non-bargaining-unit employees, however, were converted from their GS positions into equitable NSPS positions. As part of his fiscal and budget proposals, President George W. Bush proposed the eventual elimination of the GS to be replaced by a pay-for-performance concept throughout the Executive Branch of the government. The Office of Management and Budget prepared draft legislation, known as the "Working for America Act",[11] but as of January&#;[update][needs update] Congress has not implemented the proposal. President Barack Obama signed the legislation repealing the NSPS system on October 29, Under the terms of the Defense Authorization Act, Public Law , all employees under NSPS must be converted back to their previous pay system not later than January 1, The law also mandates that no employees lose pay as a result of this conversion.[12] In order to ensure this, a set of conversion rules has been developed. In most cases, if an employee's current NSPS salary falls between two step levels of the GS grade to which their position is classified, their salary will be increased to the higher step. Employees whose salary was increased beyond the GS step 10 amount while under NSPS will be placed on retained pay, meaning they will receive 50% of the annual cost of living increase until the GS table catches up to the level of salary they are earning.[13]

List of other pay scale terms[edit]

  • AD: Administratively Determined
  • DB: Demonstration Army Engineers and Scientists External Link
  • DE: Demonstration Army Technical and Business Support External Link
  • DJ: Demonstration Army Administrative External Link
  • DK: Demonstration Army General Support External Link
  • DN: Defense Nuclear Facilities Safety Board External Link
  • DO: Demonstration Air Force Business Management and Professional External Link
  • DP: Scientific and Engineering (S&E) External Link (page 10)
  • DR: Demonstration Air Force Scientist and Engineer External Link
  • DS: Technical Specialist External Link (page 10)
  • DU: Demonstration Air Force Mission Support External Link
  • DX: Demonstration Air Force Technician External Link
  • ES: executive schedule
  • FO, FP, FS: Foreign Service (Department of State, USAID, Commerce, Agriculture)
  • FR: Federal Reserve SystemExternal Link
  • FV: Federal Aviation Administration[14]
  • GG: General schedule, excepted service (except patent examiners)
  • GM, GL, GP, GR: e.g., see General Schedule Supervisory Guide and U.S. Personnel Management – Pay & Leave
  • HS: House Employee Schedule, governs salaries of employees of the United States House of Representatives and is maintained by the Committee on House Administration.[15]
  • HWS: House Wage Schedule, similar to the House Employee Schedule but applies to certain House employees not employed by Member offices.[15]
  • IA: Defense Civilian Intelligence Personnel System (DCIPS)—used by the Navy and others External link
  • IC: Incident Command – FEMA Exempted Service Intermittent Disaster Staff (FEMA Reservist)
  • IT: Incident Teams – FEMA Exempted Service Incident Management Staff (FEMA CORE) Pay Band I–V
  • JS: Judiciary Salary – U.S. Courts
  • NF: Non-Appropriated Fund
  • NH, NJ, NK: AcqDemo (DOD Civilian Acquisition Workforce Personnel Demonstration Project [16]
  • NY: Corporation for National and Community Service[17]
  • SK: United States Securities and Exchange Commission pay scale
  • SV: Department of Homeland Security excepted service (i.e., Transportation Security Administration)
  • VN: Federal medical careers
  • WG: Wage grade
  • WM: Wage Mariner. Operates government owned, government operated (GOGO) ships for National Oceanic and Atmospheric Administration (NOAA) and Military Sealift Command (MSC) among other agencies.
  • Y (National Security Personnel System): Formerly used for Department of Defense (DoD) civil service jobs (approx. –)[18] There are four Career Groups: (1) Standard: YA, YB, YC, YP, (2) Scientific and Engineering: YD, YE, YF, (3) Medical: YG, YH, YI, YJ, (4) Investigative and Protective Services: YK, YL, YM, YN (NSPS was repealed in ; see National Security Personnel System for more info)
  • Z: National Institute of Standards and Technology's Alternative Personnel Management System (APMS)[19]


  2. ^"GENERAL SCHEDULE WITHIN-GRADE INCREASES". Office of Personnel Management.
  4. ^"Salary Table GS"(PDF). U.S. Office of Personnel Management. Retrieved February 12,
  5. ^"Special Rate Table Number ". U.S. Office of Personnel Management. January 1, Retrieved March 26,
  6. ^"Locality Pay Area Definitions". Retrieved February 12,
  7. ^"Publication (11/), U.S. Government Civilian Employees Stationed Abroad &#; Internal Revenue Service".
  8. ^"Precedence Codes". Retrieved
  10. ^"National Security Personnel System". Office of the Secretary of Defense. Archived from the original on
  11. ^"Archived copy"(PDF). Archived from the original(PDF) on Retrieved CS1 maint: archived copy as title (link)
  12. ^
  13. ^"National Security Personnel System – Frequently Asked Questions". Archived from the original on January 24,
  14. ^"Jobs". Federal Aviation Administration. Retrieved
  15. ^ ab"[USC02] 2 USC Compensation schedules".
  16. ^"About AcqDemo". Office of the Under Secretary of Defense for Acquisition and Sustainment (A&S). Retrieved
  17. ^"Home &#; AmeriCorps".
  18. ^"Archived copy". Archived from the original on Retrieved CS1 maint: archived copy as title (link)
  19. ^[1]Archived February 2, , at the Wayback Machine
  • Army Regulation , p.&#;39–

External links[edit]


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11 military equivalent gs

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Understanding US Federal Grades

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