Employees selected for Upward Mobility Program opportunities at a lower grade than the position they currently hold are entitled to pay retention if their existing salary cannot be accommodated within the salary range of the lower Upward Mobility Program grade.
This means that the employee's salary in the lower Upward Mobility Program grade will be: 1) the rate of basic pay the employee received immediately before placement in the lower grade; or 2) 150 percent of step 10 of the lower grade, whichever is lower.
While under pay retention, employees receive 50% of annual basic pay increases (based on step 10 of the lower grade) and 100% of annual locality pay increases. Pay retention terminates when one of the following events occur: the employee becomes entitled to a rate of basic pay equal to or higher than the retained rate; the employee has a formal break in service of one workday or more; the employee declines a "reasonable offer" of a position for which the rate of basic pay is equal to or higher than the retained rate; or the employee is demoted for personal cause or at his/her request.
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