Robins Air Force Base

Please read this page carefully. This applies to engineer positions in DCIP only. It has been updated with 2008 salaries.

Engineering

DCIP Salary Package

Our total salary package for entry-level, newly degreed engineers in the DCIP program is very competitive. Starting salary is determined by a formula that includes consideration for overall GPA, degree (BS or MS), and intern experience that is directly related to our work. Starting salary is not negotiable. DCIP employees also receive a one-time 25% lump sum recruitment bonus, paid in about the second paycheck.

Salary administration for engineers at WR-ALC operates under the National Security Personnel System (NSPS), as of 21 Jan 2007. Prior to this, engineers were under the General Schedule (GS) program. New engineers progressed at specified intervals through GS grades 5, 7, 9, and 11 on their way to GS-12. GS promotions in DCIP were based on “time in grade”. NSPS is “pay for performance.” Read about NSPS at http://www.cpms.osd.mil/nsps/.

The Defense Career Intern Program (DCIP) is a two-year training program for entry-level engineers. Employees are in the “developmental” pay band (YD-1) with opportunities for significant increases as milestones are reached in the individual training plan (ITP). At the end of the two-year program, engineers are promoted non-competitively to the “journeyman/professional” pay band (YD-2).

The DCIP training program is customized for each employee, based on the competencies and skills necessary to reach full performance for the assigned position. The DCIP employee’s supervisor will review the plan as employment begins and schedule review sessions nominally at six-month intervals. Upon certification by the supervisor that the competencies and skills have been demonstrated appropriately, the DCIP employee’s salary will be increased. NSPS guidelines provide for Accelerated Compensation for Developmental Positions (ACDP) increases nominally between 6% and 20%.

NSPS provides for annual performance reviews for all employees. DCIP engineers whose performance meet expectations against the training objectives may also receive annual compensation awards either in the form of lump-sum bonuses or salary increases.

At the successful conclusion of the two-year training program, DCIP engineers will be promoted without competition to the journeyman pay band, YD-2.

Table 1 below shows an example of how salary progression for DCIP engineers works. In this example, the beginning salary is $45,542 per year (notional for BS degree with GPA > 3.0). At each review of the training plan objectives (about each six months), the salary is increased. The amount of increase is higher in the beginning of the program as an incentive for performance. This table includes the hiring bonus and shows what the average annual salary might be for the two year program.

Table 1 – EXAMPLE of salary progression and bonus in two-year DCIP program (actual salaries may vary by performance against objectives; annual NSPS performance-based bonus payout is not included and will be in addition to DCIP increases.)

Starting salary depends on degree (BS or MS), GPA (premium for GPA > 3.0), and relevant experience. For BS with GPA < 3.0, the notional starting salary is $42,290 plus a 25% bonus. For BS with GPA => 3.0, the notional starting salary is $45,542 plus a 25% bonus. For completed MS degree (or one year of post-degree related engineering experience), the notional starting salary is $55,719 plus 25% bonus. At the end of the two-year program, the notional YD-2 salary is $65,615. Actual salaries may be different. Salaries are not negotiable.

When considering the total salary package, be sure to include the all following benefits:

• Salary and 25% signing bonus (paid in lump sum in about second pay check)
• Assistance with relocation expenses (first duty station move; see details)
• Health benefits – the federal government pays about 72% of the premium cost
• Life insurance – the federal government pays premiums for coverage equal to your annual salary; optional additional coverage available
• Retirement – the Federal Employees Retirement System (FERS) offers a variety of investment options and matches a portion of the employee's contribution
• Sick Leave and Annual Leave – 13 days sick leave each year and 13 days annual leave to start; annual leave increases with service
• Ten paid federal holidays
• Fitness Leave – up to 3 hours per week for qualifying voluntary fitness activities; two well-equipped fitness centers available at no cost (local policy)
• 40 hour workweek – paid overtime at 1.5x or compensatory time off for over 40 hours (NSPS)
• Tuition Assistance (subject to funding availability)

Details about leave, retirement, and benefits are available at www.opm.gov or click on the "benefits" button on the left. 

And don’t forget the stability of employment with the federal government.

Now that’s a competitive salary package!

No warranty is expressed or implied regarding the accuracy of the information on this website. It is provided for convenience only.

Last Update - 10 Feb 2008 - JC