[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-280145-105":53,"doc-detail-280145-en":126},{"code":4,"msg":5,"data":6},0,"success",[7,14,19,24,29,34,39,44,49],{"id":8,"doc_module":9,"doc_module_name":10,"category_name":11,"show_sort_weight":12,"slug":13},11,1,"Template","Presentations",90,"presentations",{"id":15,"doc_module":9,"doc_module_name":10,"category_name":16,"show_sort_weight":17,"slug":18},12,"Resumes",80,"resumes",{"id":20,"doc_module":9,"doc_module_name":10,"category_name":21,"show_sort_weight":22,"slug":23},14,"Invoices",70,"invoices",{"id":25,"doc_module":9,"doc_module_name":10,"category_name":26,"show_sort_weight":27,"slug":28},15,"Posters",60,"posters",{"id":30,"doc_module":9,"doc_module_name":10,"category_name":31,"show_sort_weight":32,"slug":33},16,"Social Media",50,"social-media",{"id":35,"doc_module":9,"doc_module_name":10,"category_name":36,"show_sort_weight":37,"slug":38},17,"Forms",40,"forms",{"id":40,"doc_module":9,"doc_module_name":10,"category_name":41,"show_sort_weight":42,"slug":43},18,"Letters",30,"letters",{"id":45,"doc_module":9,"doc_module_name":10,"category_name":46,"show_sort_weight":47,"slug":48},21,"Paper Templates",5,"papers-templates",{"id":50,"doc_module":9,"doc_module_name":10,"category_name":51,"show_sort_weight":4,"slug":52},158,"General","general-158",{"code":4,"msg":54,"data":55},"ok",{"site_id":56,"language":57,"slug":58,"title":59,"keywords":60,"description":61,"schema_data":62,"social_meta":119,"head_meta":121,"extra_data":123,"updated_unix":125},105,"en","tsa-handbook-110053-8-setting-pay-after-appointment-effective-policy","TSA Handbook 1100.53-8 - Setting Pay After Appointment - Effective Policy","","TSA Handbook 1100.53-8 establishes policy for setting pay after employee appointment, effective September 23, 2012. It details key mechanisms including In-Band Increases (IBI), Supervisory In-Band Increases (SIBI), Performance Band Increases (PBI), Promotions adjustments, Highest Previous Rate (HPR), Pay Retention, Pay Band Retention, and Retention Incentives. The handbook includes definitions, a structured section-by-section framework, and a Pay Increase Quick Reference Chart, updated with later basic pay rates.",{"@graph":63,"@context":118},[64,80,101],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":41,"@type":70,"position":76},"https://docshare.wps.com/template/letters/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/tsa-handbook-110053-8-setting-pay-after-appointment-effective-policy/280145/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/tsa-handbook-110053-8-setting-pay-after-appointment-effective-policy/280145.png","ImageObject",442,249,{"name":88,"@type":89},"Eliana","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-10-18","2026-09-16",true,{"@type":98,"interactionType":99,"userInteractionCount":47},"InteractionCounter",{"@type":100},"ViewAction",{"@type":102,"mainEntity":103},"FAQPage",[104,110,114],{"name":105,"@type":106,"acceptedAnswer":107},"What is the purpose of TSA MD 1100.53-8 and this handbook?","Question",{"text":108,"@type":109},"They implement the provisions of TSA MD 1100.53-8, setting pay after appointment, and define the related policy rules until rescinded.","Answer",{"name":111,"@type":106,"acceptedAnswer":112},"How do In-Band Increases (IBI) work under the handbook?",{"text":113,"@type":109},"IBIs allow an increase of 1 percent up to 3 percent of the employee’s current basic pay rate without changing the pay band, with a requirement of 90 calendar days in the position unless an operational resource re-alignment decision applies.",{"name":115,"@type":106,"acceptedAnswer":116},"What pay-setting and retention concepts are covered in Sections H through J?",{"text":117,"@type":109},"Section H addresses Highest Previous Rate (HPR), Section I covers Pay Retention granted for an indefinite period, and Section J adds Pay Band Retention rules.","https://schema.org",{"og:url":78,"og:type":120,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":122,"canonical":78},"index,follow",{"doc_id":124,"site_id":56},280145,1790475725,{"code":4,"msg":5,"data":127},{"doc_id":124,"user_id":128,"nickname":88,"user_avatar":129,"doc_module":9,"category_id":40,"category_name":41,"doc_title":59,"doc_description":61,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":47,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":37,"language":135,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":136,"faqs":137,"seo_title":138,"seo_description":61,"update_tm":139,"read_time":20},4398048949847,"https://ap-avatar.wpscdn.com/avatar/400002536579ef2da7f?_k=1778318612642679267","TSA Handbook 1100.53-8  \nSetting Pay After Appointment  \nPolicy Effective: September 23 , 2012  \nHandbook Published: October 14, 2010  \nHandbook Revised: October 15, 2017  \nApproval  \nSigned   \nKaren Shelton Waters  \nAssistant Administrator for Human Capital  \nNOTE: This Handbook and all related Appendices and/or Attachments implement the provisions of TSA MD 1100.53-8, Setting Pay After Appointment. Until such time as TSA MD 1100.53-8 is rescinded, the Management Directive, Handbook, Appendices, and any Attachments are considered TSA policy, and must be applied accordingly.  \nSummary of Changes:  \nSection A, Definitions, Added In-Band Increase (IBI); Locality Pay; Midpoint Salary Range; Pay Band Retention; Performance Band Increase (PBI); Supervisory In-Band Increase (SIBI) .  \nRemoved Classification Review; In-Position Increase (IPI) and Pay-for-Performance Increase.  \nSection C, updated Promotions to reflect an increase of 6 percent.  \nSection D, added In-Band Increases (IBI) to allow an increase of 1 percent up to 3 percent of the employee’s current rate of basic pay. Employee must be in the position for 90 calendar days prior to receiving unless there is an operational decision to allocate and re-align resources from one location to another.  \nSection D, added the application of setting pay for IBIs using the Midpoint Salary Range.  \nSection E, added Supervisory In-Band Increases (SIBIs) to allow an increase of 1 percent up to 3 percent of the employee’s current rate of basic pay, granted to an employee who is competitively selected for reassignment to a supervisory position from a non-supervisory position within the same pay band.  \nSection G, added Performance Band Increases (PBI) to allow an increase of 1 percent up to 3 percent of an employee’s current rate of basic pay and recognize highly successful accomplishment of duties based on employee’s rating of record of Achieved Excellence.  \nSection H, Highest Previous Rate (HPR), updated to reflect that the HPR used should be the HPR first earned.  \nSection I, Pay Retention, updated to be granted for an indefinite period.  \nSection J, added Pay Band Retention.  \nAdded Appendix – Pay Increase Quick Reference Chart.  \nAll examples throughout the handbook have been updated to include 2017 rates of basic pay. Basic administrative changes made throughout the handbook.  \nTable of Contents  \nSection  Page \\#  \nA. Definitions ……………………………………………………………….  4  \nB. Introduction ……………………………………………………………...  7  \nC. Promotions……………………………………………………………….  7  \nD. In-Band Increases (IBI)………………………………………………….  9  \nE. Supervisory IBIs (SIBI)………………………………………………….  13  \nF. Reassignment Increases ………………………………………………….  15  \nG. Performance Band Increases (PBI)………………………………………  16  \nH. Highest Previous Rate (HPR)……………………………………………  18  \nI. Pay Retention …………………………………………………………….  19  \nJ. Pay Band Retention………………………………………………………  24  \nK. Retention Incentives……………………………………………………...  26  \nL. Demotions ………………………………………………………………...  26  \nPay Increase Quick Reference Chart …………………………………….......  38  \nA. Definitions:  \n1.  Commuting Area: The geographic area surrounding a work site that encompasses the localities where people live and reasonably can be expected to travel back and forth daily to work.  \n2.  Comparability Equivalent Increase (CEI) : An increase to the rate of basic pay for employees in the Core Compensation System, which is based on an Executive Order that authorizes the annual pay increase for civilian federal employees. The CEI is typically effective in the first pay period of a new calendar year.  \n3.  Core Compensation System: TSA’s compensation management program covering all non-TSES employees, which outlines the policies, procedures, and guidelines that TSA will use to determine the compensation of employees in covered positions. Positions in the TSA Core Compensation System are in Pay Plan SV.  \n4.  Demotion/Change to Lower Pay Band: The assignment of an employee to a position at a lower pay ","cbCaiq30qoEFiv4O","https://ap.wps.com/l/cbCaiq30qoEFiv4O","pdf",1103010,"English","# Table of Contents\n## A. Definitions\n## B. Introduction\n## C. Promotions\n## D. In-Band Increases (IBI)\n## E. Supervisory IBIs (SIBI)\n## F. Reassignment Increases\n## G. Performance Band Increases (PBI)\n## H. Highest Previous Rate (HPR)\n## I. Pay Retention\n## J. Pay Band Retention\n## K. Retention Incentives\n## L. Demotions\n## Pay Increase Quick Reference Chart","[{\"question\":\"What is the purpose of TSA MD 1100.53-8 and this handbook?\",\"answer\":\"They implement the provisions of TSA MD 1100.53-8, setting pay after appointment, and define the related policy rules until rescinded.\"},{\"question\":\"How do In-Band Increases (IBI) work under the handbook?\",\"answer\":\"IBIs allow an increase of 1 percent up to 3 percent of the employee’s current basic pay rate without changing the pay band, with a requirement of 90 calendar days in the position unless an operational resource re-alignment decision applies.\"},{\"question\":\"What pay-setting and retention concepts are covered in Sections H through J?\",\"answer\":\"Section H addresses Highest Previous Rate (HPR), Section I covers Pay Retention granted for an indefinite period, and Section J adds Pay Band Retention rules.\"}]","TSA Handbook 1100.53-8 - Setting Pay After Appointment - Effective Policy | PDF",1789534257]