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5 pages in length. The manner by which salary and compensation figures are determined is not merely a matter of happenstance; rather, the process of establishing competitive wages is comprised of a calculated and equitable format that helps maintain a common denominator of wage placement throughout a given industry. Bibliography lists 5 sources.
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5 pages (~225 words per page)
File: LM1_TLCSalComPro.rtf
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common denominator of wage placement throughout a given industry. Historically, for example, the Civil War era saw wage rates for both the private sector and blue-collar Federal employees established from
the same determination; only after 1965 did this arbitrary process of establishing different rates for different jobs come to an end with a presidential mandate to intermingle wage-setting measures by
means of the Civil Service Commission, created for the sole purpose of figuring out "how to combine separate agency pay systems into a Coordinated Federal Wage System (CFWS)" (Wage and
Salary Division, 2005). It was not until 1972 that the existing Federal Wage System (FWS) was developed and implemented. Of all the elements that go into the broad spectrum
components of establishing accurate and equitable salary/compensation rates, assuring that workers pay scales are upheld right along with "prevailing levels of pay for comparable levels of work in the private
sector within a local wage area" (Wage and Salary Division, 2005) is key to the overall process, which is achieved by way of yearly wage surveys conducted by the Defense
Civilian Personnel Management Service, Wage and Salary Division. The combined input of both labor and management helps the Division to conduct these surveys, with individual pay plans created for
hourly workers appropriated fund as well as non-appropriated employees like trade, craft, administrative, labor and patron services occupations. Additionally, surveys are performed for industry and occupational jobs including health
care professionals, DOD educators, power generation workers and civilian mariners (Wage and Salary Division, 2005), with occupational industries citing inconsistencies between skills and wage (Rotundo et al, 2004). General
Schedule (GS) and FWS workers are addressed differently when it comes to wage modification, inasmuch as "separate laws and regulations authorize different surveys, methodologies, and occupational coverage" (Wage and Salary
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