Benefits & Pay

Defense Civilian Intelligence Personnel System

DCIPS is the human resources management system for the Department of Defense (DoD) intelligence components designated by the Under Secretary of Defense for Intelligence and Security.

Salary/Pay Bands

NGA does not align to the General Schedule. The NGA system consists of five pay bands and does not include regularly scheduled within-grade increases. Annual performance evaluations determine the amount of increase within a pay band an employee will receive. The annual promotion process determines those employees who move to a higher band. The table below shows basic salary ranges and equivalent GS grade levels as of January 1, 2024.

Newly appointed Federal Employees initial pay will generally be set between the band minimum and the rate that is equivalent to the step 10 rate for organizations operating under the DCIPS banded structure. (DoDI 1400.25-V2006)

Base Salary Range

Pay Band	GS Equivalent	Minimum	Maximum
1	1 - 7	$21,986	$57,355
2	7 - 10	$41,966	$77,252
3	11 - 13	$62,107	$120,981
4	13 - 14	$88,520	$142,961
5	15	$123,041	$168,152

 

Locality Pay

The Federal government has established numerous pay localities to provide locality pay adjustments that add to total pay according to geographic duty locations. The following table shows the locality pay for the Washington, D.C. and St. Louis, MO. areas which are the two primary locations for NGA.

Salary Range with Local Market Supplement

		Washington, DC		St. Louis, MO
Pay Band	GS Equivalent	Minimum	Maximum	Minimum	Maximum
1	1 - 7	$29,299	$76,431	$26,302	$68,614
2	7 - 10	$55,924	$102,946	$50,204	$92,417
3	11 - 13	$82,764	$161,219	$74,299	$144,730
4	13 - 14	$117,962	$190,510	$105,896	$171,024
5	15	$163,964	$191,900	$147,194	$191,900

 *All maximums include equivalent of a GG step 12
**Maximum salary for Band 5 with locality pay may not exceed Level IV of the Executive Schedule $191,900

Senior Executive (DISL & DISES) Salary Ranges

Defense Intelligence Senior Level (DISL) Annual Rates

DISL Minimum	DISL Maximum
$147,649	$204,000

 

Defense Intelligence Senior Executive Service (DISES) Annual Rates

 

DISES Tier	Minimum	Maximum
1	$147,649	$204,000
2	$147,649	$213,000
3	$147,649	$221,900

DISES and DISL members are not entitled to locality pay. DISL members may earn hazard pay differential and premium pay (overtime; compensatory time; Sunday or holiday pay; and night, standby, and irregular differentials), however, DISES members are excluded from all pay differentials and premium pay.  

Additional Compensation and Recognition

Awards: NGA has a comprehensive awards program that is intended to encourage high productivity by acknowledging superior performance. The recognition may be by means of individual or group monetary (cash) awards, time off from work (time off awards), or non-monetary honorary awards.

Incentives: NGA may pay incentives and Student Loan Repayment (SLR) to prospective and current civilian employees when it is determined that NGA will be unable to attract, relocate or retain well qualified or highly skilled candidates or employees critical to the agency's mission without incentive.

Promotions: NGA encourages the development of a highly skilled and motivated workforce within a broad-pay band, person-based system. The promotion process is used to select the best-qualified individuals for advancement through a fair, equitable, and competitive selection process. NGA selects employees for promotion based on their demonstrated skills, level of performance, performance-based potential and NGA mission needs.

There are many benefits available to federal employees for taking care your health and well-being. NGA employees also benefit from other supplemental insurance options available to the Intelligence Community. The Office of Personnel Management website  is the best resource for detailed insurance information available to federal employees.

Health Insurance

The Federal Employees Health Benefits Program offers a wide variety of plans and coverage to help you meet your health care needs. The government pays approximately 72-75% of the total premium for any plan and employees pay the remainder. Benefits are available as soon as coverage becomes effective. There are no pre-existing condition limitations even if an employee changes plans during eligible enrollment periods. Employees can choose between Self Only, Self Plus One or Self Plus Family coverage from a variety of plans and options. Each year employees can enroll or change health plan enrollment during “Open Season.”

Life Insurance

Federal employees are given an opportunity to select low-cost life insurance coverage for themselves and eligible members of their families. This coverage will be based on their annual salary and will include payments for loss of limbs and/or eyesight in addition to accidental death.

Flexible Spending Accounts

The Flexible Spending Account Program is a benefit that can help you save money. It offers accounts where you contribute money from your salary before taxes and get reimbursed for eligible expenses. Two Flexible Spending Accounts are offered to eligible employees.

• Health Care FSA: Allows employees to be reimbursed for health care expenses that are not covered by insurance, such as co-payments for doctor visits and prescription drugs.
• Dependent Care FSA: Allows employees to be reimbursed for dependent care expenses, such as daycare, that are necessary to permit an employee and his/her spouse (if married) to work, look for work or attend school full-time.

NGA offers employees great leave benefits, including paid federal holidays, annual leave, and sick leave.

Holidays

Federal employees receive 11 paid holidays per year: New Year's Day, Martin Luther King, Jr. Birthday, Washington's Birthday, Memorial Day, Juneteenth National Independence Day, Independence Day, Labor Day, Columbus Day, Veterans Day, Thanksgiving Day and Christmas Day. For more information, visit the OPM website.

Annual Leave

All career employees earn vacation or "annual leave." The amount earned varies with the length of Federal service. Employees earn 13 days of annual leave each year the first three year of employment, 20 days per year for three to 15 years of service, and 26 days per year after 15 years. NGA recognizes prior relevant non-federal work expereince and honorable, active-duty military service that would not otherwise be creditable to determine annual leave accrual rate. 

Sick Leave

Regardless of the length of service, employees earn 13 days of sick leave each year. Sick leave not used accumulates year after year and protects employees from loss of salary due to an extended illness.

Family and Medical Leave Act (FMLA)

Under the Family and Medical Leave Act of 1993 (FMLA), most Federal employees are entitled to a total of up to 12 workweeks of unpaid leave during any 12-month period for the following purposes:

• the birth of a son or daughter of the employee and the care of such son or daughter;
• the placement of a son or daughter with the employee for adoption or foster care;
• the care of spouse, son, daughter, or parent of the employee who has a serious health condition; or
• a serious health condition of the employee that makes the employee unable to perform the essential functions of his or her positions.
• any qualifying exigency arising out of the fact that the spouse, or a son, daughter, or parent of the employee is on covered active duty (or has been notified of an impending call or order to covered active duty) in the Armed Forces.

Under certain conditions, an employee may use the 12 weeks of FMLA leave intermittently. An employee may elect to substitute annual leave and/or sick leave, consistent with current laws and OPM's regulations for using annual and sick leave, for any unpaid leave under the FMLA. (The amount of sick leave that may be used to care for a family member is limited. FMLA leave is in addition to other paid time off available to an employee).

      Job Benefits and Protection

• Upon return from FMLA leave, an employee must be returned to the same position or to an "equivalent position with equivalent benefits, pay, status, and other terms and conditions of employment."

• An employee who takes FMLA leave is entitled to maintain health benefits coverage.  An employee on unpaid FMLA leave may pay the employee share of the premiums on a current basis or pay upon return to work.

     Advance Notice and Medical Certification 

• An employee must provide notice of his or her intent to take family and medical leave not less than 30 days before leave is to begin or, in emergencies, as soon as is practicable.

• An agency may request medical certification for FMLA leave taken to care for an employee's spouse, son, daughter, or parent who has a serious health condition or for the serious health condition of the employee.

For more information visit OPM's Family-Friendly Leave Policies page .

Paid Parental Leave

The Federal Employee Paid Leave Act (FEPLA) was effective in October 2020, and allows the substitution of up to 12 weeks (480 hours) of Paid Parental Leave (PPL) for FMLA unpaid leave granted in connection with the birth of an eligible employee's child or the placement of a child within an employee for adoption or foster care.

• An employee must invoke FMLA in order to receive PPL.
• An employee must have 12-months creditable Federal service prior to the use of PPL. (Honorable active service in the U.S. Army, Navy, Air Force, Space Force or Marine Corps counts towards that 12-month eligibility requirement.)
• PPL must be used within the first year following the birth, adoption, or foster care placement.

 

Leave Sharing Programs

• Leave Bank This program allows employees who experience a medical emergency or a medical emergency of a family member to receive annual leave from the leave bank. Employees must become members of the Leave Bank to be eligible for assistance from this program. Employees must exhause their own annual an sick leave during the emergency and provide supporting medical documentation to qualify for leave bank hours. 
• Leave Trasnfer Program: This program allows employees who experience a medical emergency or a medical emergency of a family member to receive annual leave donations from fellow coworkers. Employees approved for this program must exhaust their own annual and sick leave during the emergency and provide supporting medical documentation to qulaify for leave donations. 

NGA offers retirement plans that will help to ensure financial security for you and your family long after you finish your career with the agency.

Almost all new employees will be covered by the Federal Employees Retirement System (FERS). Certain other Federal employees not covered by FERS have the option to transfer into the plan. For complete information on the FERS, please see the Office of Personnel Management website .

FERS is a three-tiered retirement plan:

1. Social Security Benefits
2. Basic Benefit Plan
3. Thrift Savings Plan

Social Security Benefits

The first available part of the retirement benefit is Social Security. It provides monthly payments if you are retired and have reached at least age 62, monthly benefits if you become disabled, monthly benefits for your eligible survivors, and a lump sum benefit upon your death.

Basic Benefit Plan

The basic benefit portion is financed by a very small contribution from the employee and from the Government. Basic plan benefits are a monthly payment depending on the employee's pay and length of service. As in most retirement plans, a formula is used to compute the payments under the Basic Benefit Plan. The government averages the highest 3 consecutive years of basic pay. This "high-3" average pay, together with the employee’s length of service is used in the benefit formula. Employees who meet the criteria also receive a "Special Retirement Supplement" which is paid as a monthly benefit until the employee reaches age 62. This supplement approximates the Social Security benefit earned by the employee while they were employed by the Federal government.

Thrift Savings Plan (TSP)

The Thrift Savings Plan (TSP) is a voluntary retirement savings and investment plan for FERS employees. The purpose of the TSP is to provide retirement income. A major advantage of the TSP is that you pay no taxes on contributions or earnings until you withdraw your account.

If you are covered by FERS, you can contribute your own money as soon as you are hired. You can also start or change your contributions any time up to the Internal Revenue Service (IRS) annual limit. As soon as you are eligible for agency contributions, NGA will automatically contribute an amount equal to 1% of your basic pay each pay period, whether you contribute or not. If you are contributing, NGA will match your contributions dollar-for-dollar on the first 3% you contribute each pay period, and 50 cents on the dollar for the next 2% you contribute.

If you are covered by CSRS, you can contribute a percentage of your basic pay each pay period, up to the IRS annual limit. You do not receive any agency contributions.

Effective August 2010, all new hires to Federal service will be automatically enrolled in TSP at a rate of 3% of the employee’s basic salary including locality. Employees will have the option to waive the automatic enrollment. All employees covered by FERS and CSRS may make a TSP contribution election or elect to increase or decrease their current contributions any time. You may allocate your TSP holding to any of the available funds. Please visit www.tsp.gov for more information.

NGA is committed to improving workforce performance related to the mission and strategic objectives of NGA, utilizing a systematic approach to assessing, planning, delivering and evaluation of training. This includes formal and informal training, education, developmental, and other learning assignments. NGA also offers extensive training in foreign language skills.

Tuition Assistance Program

The Tuition Assistance Program provides educational opportunities to develop critical skills and knowledge that contribute to the Agency's mission and performance goals. TAP pays 100 percent of tuition costs at accredited colleges or universities for approved mission related courses. The program also funds textbooks, library, laboratory, and computer usage fees for approved courses of study. The program is open to all NGA civilian employees.

Alternate Work Schedules

Many NGA organizations permit some or all employees to work schedules which vary from the eight hours a day, 80-hours a pay period standard. One of the approaches is the use of compressed schedules, which allow employees to work their 80 regular hours in fewer than the 10 working days of a "normal" pay period. Often, alternative arrangements assist individuals in caring for children or other dependents. For some, work schedule flexibilities means extra "personal time" to pursue educational or other developmental activities, or is helpful in reducing work related stress.

NGA offers many programs that will help you strike the perfect balance between work time and personal time.

Employee Assistance Program

Today’s employees face a growing array of personal issues or problems that can interfere, not only with quality of life but also with job performance. The EAP is a professional resource available to help our employees resolve life’s challenges whether large or small. On-site licensed EAP counselors are available during business hours for meetings at NGA’s Springfield, Virginia, St. Louis, Missouri, and, Arnold, Missouri facilities. EAP services are available to employees and their immediate household members and are at no cost to the employee.

Inova Employee Assistance

Additionally, all NGA employees may contact our global Inova partner by phone or online to be connected with a variety of work-life services and resources including counseling for employees in the community. This benefit is available for all employees as well as members of their household. Inova consultants are available 24/7 and specialists will answer questions and quickly provide customized information on a wide variety of resources and services on subjects such as family building, going to college, finances, legal issues, health information, elder care, relocation services and much more.

Telework

Telework is an alternative work arrangement for employees to conduct some or all of their work at an alternative worksite away from the typically used office. NGA recognizes telework as an excellent tool for accommodating some employees with disabilities or as an alternative arrangement for work life balance. Telework may occur on a routine or regular basis, away from the principal place of duty, one or more days per pay period. Telework agreements are at management’s discretion and with the determination that a position is suitable for telework and the employee has demonstrated work habits conducive to telework.

Intelligence Community Emergency Assistance Fund

The IC EAF is a sub fund specifically for the intelligence community under the Federal Employee Education and Assistance Fund (FEEA). The FEEA and the IC EAF provide emergency financial assistance in the form of tax-free grants and/or no-interest loans to eligible Federal employees who suffer injury or loss of life or damage to property as a result of a personal crisis, emergency or natural disaster. NGA employees may voluntarily contribute to the IC EAF via the Combined Federal Campaign or request assistance when needed.

Financial Literacy

NGA has a keen interest in helping its employees meet their personal and financial goals and offers a variety of financial planning seminars, information fairs and other money management tools throughout the year. NGA’s financial literacy program goal is to provide employees with the right knowledge to ensure they have a well-designed financial plan so they can afford today’s needs yet still fund tomorrow’s goals.

Physical Fitness/Health Services

NGA encourages employees to maintain their physical well-being in a number of ways. For example, fitness centers are located on-site at a number of NGA facilities.

Advantage Fitness Program

AFP is a wellness initiative that allows NGA civilian government employees to exercise at their duty location up to three hours per week as excused absence from duty time - without utilizing their personal leave. The AFP is designed to allow employees the flexibility they need in order to make physical fitness a part of their life. A regular exercise program keeps you mentally alert and physically fit, improves health, and enhances the quality of your work life and personal life.

Wellness Program

The NGA Wellness Program provides quality, comprehensive fitness and wellness services by promoting the awareness of positive behavioral and life-style changes to improve employees' health and well-being. The services provided are based on the needs of the Agency, and use standards set by the American College of Sports Medicine, the U.S. Public Health Service and the Office of Personnel Management. The NGA Wellness Program offers information on various health, wellness, and fitness topics through lectures, seminars, classes, and publications including physicals, flu vaccinations and cholesterol screening.

Workers' Compensation Program

NGA employees who are injured while in the performance of duty are covered under the Federal Employees’ Compensation Act (FECA). This program allows compensation benefits which include monetary payment for wage loss due to employment-related disability, payment of related medical bills, prescription reimbursement and vocational rehabilitation services when appropriate.

The goals of the Workers’ Compensation Program are to ensure that employees with job-related injuries or illnesses are provided timely medical care and appropriate compensation.

Nursing Mothers Program

NGA believes in allowing mothers who choose to breastfeed their baby the opportunity to achieve this goal. At NGA facilities, working mothers can continue to breast-feed their children because NGA provides comfortable, private lactation rooms, equipped with refrigerators for milk storage.

Reasonable Accommodations

Both applicants for employment and current employees of NGA are entitled to request religious accommodations from generally applicable employment-related rules and requirements, so long as the accommodation requested would not result in an undue hardship to the conduct of NGA’s business.