SEC Compensation Program
How the SEC Sets Salaries
The SEC’s pay-setting practices are structured to ensure consistency and objectivity by using tools termed “pay matrices.” Specifically, use of the pay matrices ensures that a new employee’s pay is set commensurate with the experience – both “relevant” and ”specialized” -- that he or she brings to the position:
- Relevant experience includes experience not directly related to the duties of the position but which nonetheless prepares the candidate for success in the position.
- Specialized experience includes technical experience directly related to the duties of the position to be filled.
Information Used by Office of Human Resources Staff to Set Pay :
The resume a job candidate submits when applying for an SEC position is used by Office of Human Resources (OHR) Compensation Team to identify creditable relevant and/or specialized experience. The SEC encourages job candidates to provide the following information to ensure that compensation is set accurately:
- Complete work history (e.g., not just the most recent 10 or 15 years)
- Job titles
- Duties for each job (be specific in describing the duties)
- Start and end dates for each job, including month and year
- Full-time or part-time status (include hours worked per week)
Base Pay Ranges
The base pay ranges for the different levels of SK series employees are as follows:
|SK Series Pay Chart
January 8, 2017
The salary cap, including locality pay, is $240,100 for all SK staff.
The base pay ranges for the different levels of Senior Officer positions are as follows:
New SO Pay Chart
Effective Date: January 8, 2017
|New Pay Structure (No Locality)|
|SO Level||New Minimum||Maximum/Cap*|
|SO 2017 Pay Caps (No Locality)|
|Level 2 & 3||$250,775|
The locality rates presented below are applied to an employee’s base pay based on his/her duty location.
2017 SEC Locality Rates
|Salt Lake City||15.06%|
Updated January 2017
All locations use minimum and maximum/cap.