United States Department of the
Interior
OFFICE OF THE SECRETARY
Washington, DC
20240
April 13, 2023
PERSONNEL BULLETIN NO. 23-07
Subject:
2023 Administratively Determined Pay Plan for Emergency Workers
The 2023 Department of the Interior Administratively Determined (AD) Pay Plan for
Emergency Workers (enclosed) is effective immediately. It remains in effect until
the 2024 AD Pay Plan for Emergency Workers is issued.
All offices hiring under
this authority should adhere to the provisions of this pay plan.
The following changes to the 2023 AD Pay Plan for Emergency Workers and other
items of note are effective on the date of signature.
•
Section B.l: Per Executive Order 14090, signed on December 23, 2022, a
4.37%percent increase was applied to 2022 pay rates.
•
Section D: Removed the term of hiring restriction to no greater than the period
beginning 24 hours prior to planned ignition and extending through 24 hours
after the perimeter is secured (prescribed burn projects).
•
Section F: Added the following to the Incident Position Matrix. These have been
leveled and show the accurate pay level.
o
FSCC, Finance/Administration Section Chief Complex, AD-L
o
ICCI, Incident Commander Complex, AD-M
o
LSCC, Logistics Section Chief Complex, AD-L
o
OSCC, Operations Section Chief Complex, AD-L
o
PSCC, Planning Section Chief Complex, AD-L
o
PIOC, Public Information Officer Complex, AD-L
o
SOFC, Safety Officer Complex, AD-L
•
Section F: Removed the following from the Incident Position Matrix
o
CANH, Canine Handler
o
CDER, Computer Data Entry Recorder
o
COCO, Computer Coordinator
o
GMEC, General Mechanic
o
SRT3, Search and Rescue Technician, Type 3
o
WOBS, Weather Observer
2
If there are any questions concerning the implementation of this pay plan, please
contact the following bureau personnel listed in the matrix.
BUREAU
POINT OF CONTACT
PHONE
EMAIL
U.S. Fish & Wildlife
Service
Kelin Crill
(208) 386-0637
Bureau of Indian
Affairs
Jennifer Hebbeler
(208) 387-5558
Bureau of Land
Management
Dave Burley
(208) 387-5420
National Park
Service
Julie Bennett
(775) 315-0465
Office of Wildland
Fire
Martha Watkins
(202) 993-3217
Jennifer A. Ackerman
Director, Office of Human Resources
Deputy Chief Human Capital Officer
Attachment
2023 DOI AD PAY PLAN 1
ADMINISTRATIVELY DETERMINED (AD) PAY PLAN FOR
EMERGENCY WORKERS (CASUALS)
A. PREAMBLE: Pursuant to 5 U.S.C. 5102 (c)(19), 7 U.S.C. 2225 and 2226, 16 U.S.C. 554e
and 43 U.S.C. 1469, there is hereby established, effective immediately, the following
Administratively Determined (AD) Pay Plan, which replaces and supersedes previously approved
plans. In the event there is an emergency in progress on the effective date of this Pay Plan, the
casuals on that emergency shall be paid under the provisions of the AD Pay Plan in effect at the
time of hire. This Pay Plan applies wherever and whenever it becomes necessary to hire persons:
1. To cope with a sudden and unexpected emergency caused by a fire, or extreme fire
potential, flood, storm, or any other all-hazard emergency that threatens damage to federally
protected property, has the potential to cause loss of life, serious injury, public health risk, or
damage to natural or cultural resources unless brought under immediate control.
2. To provide emergency assistance to States under formalized agreements.
3. To meet mission assignments issued by the Federal Emergency Management Agency
(FEMA).
Such hiring is of uncertain and purely temporary duration and must be terminated when other
employment methods can be initiated. This plan does not provide the authority to hire individuals
for out-of-country assignments.
This Pay Plan is complete within itself. Therefore, for any hiring under this Pay Plan, the
provisions herein take precedence over any other policies or regulations that may be prescribed
elsewhere.
B. ADMINISTRATIVELY DETERMINED (AD) RATES OF PAY: The National Wildfire
Coordinating Group (NWCG) Incident Business Committee (IBC) facilitates establishment of
rates and reviews positions on an annual basis. Geographic Area Coordinating Groups (or
designated agency representatives) may request rates for positions not published in this Pay Plan.
Changes to the Pay Plan may be proposed by any agency for a variety of reasons (such as a new
law or regulation, clarification of meaning, establishment of new positions). The agency hiring
official will submit, through normal agency channels, Pay Plan change recommendations to the
IBC. Pay Plan changes are normally requested and addressed in the first quarter of the fiscal year.
2023 DOI AD PAY PLAN 2
1. Rates paid per hour for work performed at classification levels AD-A through AD-M:
2. If the casual is assigned to a different position qualification (as documented on the SF-261,
Crew Time Report), adjust the pay rate to the appropriate rate for that position and document
in the remarks block of the OF-288. A new resource order is not required.
3. The Area Commander, Complex, Type 1 or Type 2 Incident Commander, Security
Specialist Level 1 or Level 2, and Wildland Fire Investigator are key positions and can only be
filled by current agency employees. For state, local, or tribal government employees who
cannot work on federal incidents under their employment status or cooperative agreement due
to policy or statute, the following positions may be filled under the included conditions:
a. Area Commander: State, local, or tribal government employees who meet qualifications
as certified by their Geographic Area Coordinating Group.
b. Complex, Type 1, or Type 2 Incident Commander: State, local, or tribal government
employees who meet qualifications as certified by their Geographic Area Coordinating
Group.
c. Wildland Fire Investigator: State, local, or tribal government employees.
4. When approved by the Bureau Procurement Chief (BPC), retirees may be hired as
casuals in the Contracting Officer Technical Representative (COTR) position.
5. If a casual is receiving Social Security benefits or equivalent, casual earnings may be
subject to limitations. Casuals should contact the Social Security Administration (SSA) office
for further information.
Classification Pay rate (per hour)
AD-A 17.20
AD-B 18.88
AD-C 21.08
AD-D 23.20
AD-E 25.52
AD-F 27.80
AD-G 30.32
AD-H 34.00
AD-I 37.56
AD-J 41.40
AD-K 45.44
AD-L 54.40
AD-M 64.68
2023 DOI AD PAY PLAN 3
C. DESCRIPTION OF AREAS TO WHICH RATES ARE APPLICABLE: These rates
apply to all 50 States, as well as to the following areas and jurisdictions:
Caroline Islands other Pacific Islands
Guam Virgin Islands
Mariana Islands Puerto Rico
Marshall Islands other Caribbean Islands
American Samoa
D. CIRCUMSTANCES REQUIRED FOR HIRING: Hiring of emergency personnel may be
made according to the provisions of this Pay Plan when any of the following situations exist:
1. To fight an ongoing fire.
2. To hire personnel during unusually dry periods or when local fire danger is very high to
extreme (Preparedness Level 4 or 5); when fuel or weather conditions are such that fires can
readily ignite, spread rapidly and do substantial damage; or when risks of fire occurrence are
high (for example, severity authority or prevention team activation). Examples of high risks
occur when the preceding conditions exist and when:
a. unusual lightning activity is present or is predicted;
b. incendiary outbreaks occur; or
c. an unusually large number of people are in the area (for example, opening day of
hunting season, fishing season, 4th of July, or Labor Day weekend).
3. To provide support to an ongoing incident, including post-incident administration (for
example, dispatch, warehouse/cache workers, payment team members, administrative support,
and reviews). Post-incident administration normally should not exceed 90 calendar days.
4. To pre-position or place resources on standby for potential dispatch.
5. To temporarily replace members of fire suppression crews or fire management personnel
who are currently on fires.
6. To allow personnel to attend emergency incident training in preparation for emergency
incident response, including all-hazard training. In most cases, this should not exceed a total
of 80 hours per calendar year, regardless of hiring agency. This authority cannot be used to
circumvent other hiring authorities, such as temporary 1039 appointments or career seasonal
appointments. The 80-hour limit includes required annual refresher courses. The 80-hour
limit does not include travel hours.
7. To allow personnel to instruct emergency incident training when all other methods of hiring
and contracting instructors have been exhausted. Instructing hours will not exceed a total of
120 hours (excluding travel) per calendar year, regardless of hiring agency, for a qualified
individual to prepare, instruct, and issue certificates for required courses for emergency
incident situations as noted in paragraph 6. The 120-hour limit does not include travel hours.
2023 DOI AD PAY PLAN 4
8. To allow medically qualified personnel to support work capacity tests and training courses
as identified in a risk assessment when all other methods of hiring and contracting have been
exhausted.
9. To cope with floods, storms, or any other all-hazard emergency that threaten damage to
federally protected property or have the potential to cause loss of life, serious injury, a public
health risk, or damage to natural/cultural resources unless brought under immediate control.
10. To carry out emergency stabilization work where there is an immediate danger of loss of
life or property or when prompt remedial action is essential before potentially damaging
climatic events occur.
11. During a transition period, not to exceed 90 calendar days, following an emergency to
develop plans and manage an emergency stabilization effort until regular employees can
handle the situation or until other employment methods can be initiated. The 90 calendar days
begins on the date the Burned Area Emergency Response plan is approved.
12. To meet mission assignments issued by the Federal Emergency Management Agency
(FEMA) and missions or assignments from other Federal agencies in accordance with
approved interagency emergency plans.
13. To hire resources to provide public awareness for an emerging or projected incident,
event, or situation.
14. To hire casuals for prescribed fire projects for the purpose of reducing hazardous fuels.
This does not include Mechanical (use of wheeled conveyances or heavy equipment) or
Chemical Reduction Projects. This Pay Plan is to be used to provide temporary support due
to the unpredictable nature of prescribed fire activities and may not be used to circumvent
normal hiring and contracting procedures.
E. CONDITIONS OF HIRE
1. This Pay Plan applies only to those casuals who are recruited for the sole purpose of
dealing with an immediate fire emergency, extreme fire potential, or other all-hazard
emergency.
2. This Pay Plan may be used to supplement regular personnel assigned to
prescribed fire projects (reference D.14). The term of hire is restricted to no greater
than 300 hours (excluding travel) per person per calendar year, regardless of
agency, for prescribed fire projects.
3. It is the responsibility of the jurisdictional agency to hire and pay AD employees under this
Pay Plan for prescribed fire projects unless there is a current agreement in place between
federal partners.
4. Under no conditions may active members of the Armed Forces be hired, including National
Guard members who have been activated.
5. Federal retirees may be hired under this plan without a reduction in annuity. However,
federal retirees who have received Separation Incentive Payments (e.g., VSIP buy-outs) should
2023 DOI AD PAY PLAN 5
check with their HR office to ensure AD payroll will not be subject to any type of repayment
based on the terms of their separation.
6. This authority cannot be used to circumvent other hiring authorities, such as temporary
1039 appointments or career seasonal appointments.
7. Casuals hired under this plan must meet minimum physical fitness standards, security, and
qualification requirements as established by agency policy. Hiring units shall use the Single
Resource Casual Hire Information Form (PMS 934), per agency policy. In addition, casuals
are required to complete agency-specific health and medical screening requirements for certain
positions prior to being hired.
8. Casuals in positions that require special certification or license (such as emergency medical
technicians, drivers, or instructors) must meet the requirements of the hiring agency and of the
State where the incident is located.
9. The Immigration Reform and Control Act of 1986 (8 U.S.C. 1324A) requires employers to
hire only individuals who are eligible to work in the United States. This law also requires that
the Department of Homeland Security (DHS) Form I-9 be completed within 3 business days of
the appointment. Those units that establish and train organized crews should complete DHS
Form I-9 as soon as crews are organized to eliminate the need for verification at incidents.
The appropriately delegated position on the hiring unit or the designee is responsible for
verifying the eligibility of any casual hired.
10. The agency administrator or designee has the final authority to accept or reject any person
hired under this Pay Plan.
11. A social security number is required to work under this Pay Plan. This applies to United
States citizens as well as to non-resident aliens. Casuals shall be furnished a notice of
mandatory social security number disclosure at the time of hire.
12. The Internal Revenue Service requires federal tax withholding for non-resident aliens
(reference IRS Publication 515).
13. The salary rate shown for each classification is the rate per hour to be paid for all the
service required of the casual. Premium compensation must not be paid for service in excess
of 8 hours per day or 40 hours per week or for night, Sunday, or holiday work (43 U.S.C.
1469).
14. The hiring period begins at the point-of-hire and the time an individual is available for
hire at the request of an agency representative. It ends at the time the casual is returned to the
point-of-hire or is no longer available. Point-of-hire is defined as the location of the unit
where hiring documentation is completed or other locations as determined by the hiring unit.
The hiring unit may determine an alternate location as the point-of-hire to allow for remote
hiring of an individual and begin pay status from that location.
a. All hours worked under this Pay Plan must be recorded as either on-shift or off-shift.
All on-shift time is compensable; all off-shift time is non-compensable.
2023 DOI AD PAY PLAN 6
b. On-shift time includes:
(1) time spent in travel from and return to the point-of-hire and related waiting time;
(2) other travel necessary for the performance of work, such as from fire camp to
fireline or between fire camps;
(3) ordered standby; or
(4) actual work.
(Reference the NWCG Standards for Interagency Incident Business Management
{SIIBM}, Chapter 10).
c. Off-shift time includes:
(1) time allowed for sleeping and eating when personnel are free from assigned duty;
or
(2) other periods when personnel are free from duty and are not in an ordered standby
status. Ordered standby occurs when, at the direction of the agency representative, a
casual is held in a specific location fully outfitted and ready for immediate assignment.
d. Casuals working away from the point-of-hire must be given enough on-shift time
(travel, ordered standby, and actual work) to total 8 compensable hours for that calendar
day. This 8-hour guarantee does not apply to the first and last day of work or to the first
and last day of travel.
e. Casuals are entitled to guarantee hours (8 hours) if provided days off on an incident
assignment away from their point-of-hire.
f. Casuals are not entitled to paid day(s) off upon release from the incident or at their
point-of-hire (SIIBM, Chapter 10). This is considered off-shift time and is non-
compensable. Casuals working at the point-of-hire are not guaranteed 8 hours each
calendar day.
g. The minimum compensable time allowance for each work period is 2 hours. The
minimum compensable time allowance of 2 hours does not apply to the first and last day of
multiple-day assignments.
h. Casuals who are not reassigned and deviate from the normal travel route home will only
be reimbursed for the number of miles back to the point-of-hire. Casuals are not entitled to
transportation provided by the Government from the point the travel deviation occurs. The
travel deviation must be documented and attached to the casual’s original time record
(OF-288). This documentation shall also be included in the incident record.
2023 DOI AD PAY PLAN 7
15. All transportation required from point-of-hire until return to point-of-hire must be at
government expense, except as stated in section 14 (h) above. If a casual is fired or quits
without an acceptable reason before the emergency is over, pay will be stopped at that time. A
government official may decide whether or not the government will provide return
transportation and if the casual will be paid for travel time back to the point-of-hire.
16. Meal periods should be applied in accordance with the NWCG Standards for Interagency
Incident Business Management (SIIBM), Chapter 10.
17. When casuals do not receive adequate food or lodging, they shall be in pay status the
entire time they are working, sleeping, or eating. Adequate food is defined as meals ready to
eat (MREs), sack lunches, military-type rations, and hot can or similar meals. Adequate
lodging is described as a sleeping bag or a blanket or equivalent covering to provide protection
from the elements for sleeping.
18. Whenever deemed practical and necessary by the agency representative, subsistence and
lodging may be provided at government expense for casuals under this Pay Plan. When
feasible, utilize buying teams or other procurement officials to obtain these services via
purchase card or other procurement instrument. If the government cannot provide subsistence
for a casual, reimbursement should be made through the agency travel process. The hiring
agency/unit is responsible for issuing authorization to travel (if required) and for processing
claims for travel expense reimbursement per agency procedures.
19. Casuals under this Pay Plan are not entitled to earn or to be granted annual or sick leave or
to be covered under the Federal Employees’ Group Life Insurance Act (5 U.S.C. 87), Civil
Service Retirement Act (5 U.S.C. 83), Federal Employees’ Retirement System (5 U.S.C. 84),
or the Federal Insurance Contributions Act (26 U.S.C. 3121 (b) (6) (c)). However, the Federal
Employees’ Compensation Act (5 U.S.C. 81) does cover casuals.
20. Under the provisions of 5 U.S.C. 8501, federal agencies do not report wages earned to
state offices for unemployment compensation purposes. The services performed by an
individual on a temporary basis in case of fire, storm, earthquake, flood, or similar emergency
incidents are not considered as performing federal service for the purpose of reporting wages
for unemployment compensation benefits. Casuals may furnish statements of earnings to State
Unemployment Offices on their own behalf.
21. Federal and state taxes must be withheld from salary payments. Each casual employee
shall present IRS Form W-4, if applicable, at the time of initial hire. If the casual fails to
submit a W-4, federal taxes must be withheld at the single rate with no exemptions. An IRS
Form W-2 must be issued to the casual at the end of the year in which reported wages are
earned. State taxes must be withheld for the state in which the casual is hired.
22. Social Security excludes emergency services from Medicare and Social Security
withholdings for service performed by an individual serving on a temporary basis in case of
fire, storm, snow, earthquake, flood, or other similar emergency (Social Security Act, Section
218 [42 U.S.C. 418] {c}{6}).
2023 DOI AD PAY PLAN 8
23. Casuals under this Pay Plan cannot supervise, hire, order, or recommend payments that in
any way affect a company or contractor that the casual has ownership or employment with, or
perform any other financial responsibilities to or for the company or contractor on an incident.
If such working conditions exist on an incident or other workplace, the casual employee must
immediately disclose any relationship with the company or contractor to the Agency
Administrator, Incident Business Advisor, or Finance/Administration Section Chief for
immediate action.
24. Hiring units shall adhere to agency-specific policy on hiring relatives as casuals.
F. POSITION CLASSIFICATION
1. Rates are determined according to the job performed. Previous lengths of service and/or
additional qualifications are not used to determine pay rate. Occasional or infrequent duties at
a higher level do not justify a change in the pay rate.
2. Positions listed in the Incident Position Matrix (IPM) which are found in the Wildland Fire
Qualification System Guide (PMS 310-1) are designated with an asterisk in the 310-1 column.
Individuals must possess a current agency-issued incident qualification card (Red Card)
showing specific qualifications for the position in which they are hired.
3. When casuals work as trainees, they shall be paid one Administratively Determined (AD)
rate lower than the full performance AD rate, i.e., a fireline squad boss trainee would be paid
at the AD-C rate.
4. When casuals attend emergency incident training to qualify for another position, the casual
shall be paid at one AD rate lower than the full performance rate.
5. When casuals attend refresher training, the casual shall be paid at their current position
qualification rate.
6. The following IPM outlines the national standard rates prescribed for positions commonly
utilized in the Incident Command System (ICS) structure.
7. Exception Positions: If there are no positions on the IPM that fit the scope of duties for a
position needed and the extent of a current emergency necessitates unique skills, an exception
position could be established at the AD-A, AD-B, AD-F, AD-I, or AD-K classification levels
at the local unit by an appropriately delegated hiring official. Please reference agency-specific
guidance regarding approval for exception positions. A brief description of duties must
accompany the Single Resource Casual Hire Information form. The classifications below
should be used as guidelines when determining at what level a new position may be
established:
a. Exception Position 1 – Level AD-A. Positions at this level require no specialized skills
or training. The job requires the performance of simple routine, repetitive work tasks
under close supervision or requires following oral or written specific step-by-step
instructions.
2023 DOI AD PAY PLAN 9
b. Exception Position 2 – Level AD-B. Positions at this level require minimal skills or
training. Routine assignments are carried out independently. Oral or written assignments
are given with general information on quality, quantity, and timeframe expectations.
c. Exception Position 3 – Level AD-F. Positions at this level require skills acquired
through specific job training or experience. Work is performed independently. The
incumbent of the position is expected to interpret instructions, plan work, or lead or
supervise positions at the next lower level.
d. Exception Position 4 – Level AD-I. Positions at this level require skills acquired
through specific job training, technical education, or experience and require the ability to
apply or use specialized, complicated techniques or equipment. The incumbent of this
position is expected to instruct others in the requirements of the job, plan work, or
supervise positions at the next lower level. This level requires independent judgment and
decision making. Assignments are expected to be completed and problems resolved
independently.
e. Exception Position 5 – Level AD-K. Positions at this level require expert knowledge
and very high skill level in applying a wide range of concepts, principles, and practices
associated with professional or administrative work. Most often, the positions at this level
are commensurate with knowledge gained from successful completion of Incident
Command System (ICS) 400 level and above courses, qualifications at the Type 1 or 2
level, or “ologist” type positions (such as hydrologist) that require a higher level of
education or certification. Incumbents of these positions may be required to supervise
other professionals or a group of technical specialists (THSPs).
Exception
position #
Classification
level
Pay rate
(per hour)
1 AD-A 17.20
2 AD-B 18.88
3 AD-F 27.80
4 AD-I 37.56
5 AD-K 45.44
For payment purposes, when completing the OF-288 (Incident Time Report), the Exception
Position code will be recorded as a technical specialist (i.e., THSP-Exception Position 3, AD-F),
with the actual position title (i.e., Biological Technician) documented in the remarks section. A
trainee hired for an Exception Position will be paid at the next lower rate (i.e., THSP-Exception
Position 3, Biological Technician/T, AD-E).
2023 DOI AD PAY PLAN 10
INCIDENT POSITION MATRIX
(correlates positions within the Incident Command System {ICS}
to classification levels AD-A to AD-M)
Note: The abbreviated ICS position code identifiers are in the left-hand column. Asterisks in the
right-hand column indicate that positions and qualifications are listed in PMS 310-1.
POSITION
CODE
POSITION TITLE
AD
CLASSIFICATION
310-1
AEMT
ADVANCED EMERGENCY MEDICAL
TECHNICIAN (not fireline qualified)
H
AEMF
ADVANCED EMERGENCY MEDICAL
TECHNICIAN -- FIRELINE
I
AOBS AERIAL OBSERVER F
THSP AGENCY ADMINISTRATOR LIAISON M
AREP AGENCY REPRESENTATIVE K *
ABRO AIRCRAFT BASE RADIO OPERATOR E *
THSP AIRCRAFT COORDINATOR (National & GACC) I
ACDP AIRCRAFT DISPATCHER H *
ATIM AIRCRAFT TIMEKEEPER E *
AOBD AIR OPERATIONS BRANCH DIRECTOR K *
THSP AIR RESOURCE ADVISOR J
ASCO AIR SPACE COORDINATOR K
ASGS AIR SUPPORT GROUP SUPERVISOR J *
ATGS AIR TACTICAL GROUP SUPERVISOR J *
AITS
AIR TACTICAL SUPERVISOR (
attached to
ASM1)
J
ATBM AIR-TANKER BASE MANAGER I *
ARCH ARCHEOLOGIST K
ACAC
AREA COMMAND AVIATION
COORDINATOR
L *
ACDR
AREA COMMANDER (reference Section B.3 for
hiring conditions)
M *
ACLC
ASSISTANT AREA COMMANDER
LOGISTICS
L *
ACPC
ASSISTANT AREA COMMANDER,
PLANNING
L *
BAEL BAER TEAM LEADER L
BCMG BASE CAMP MANAGER E *
BAES
BURNED AREA (EMERGENCY) RESPONSE
SPECIALIST
K
THSP BUYING TEAM LEADER MENTOR J
BUYM BUYING TEAM MEMBER F
2023 DOI AD PAY PLAN 11
POSITION
CODE
POSITION TITLE
AD
CLASSIFICATION
310-1
CDSP CACHE DEMOB SPECIALIST F
THSP CACHE LIAISON G
CASC CACHE SUPPLY CLERK C
THSP CADRE SUPPORT F
CACB CAMP CREW BOSS D
THSP CAMP CREW SQUAD BOSS C
CAMP CAMP HELP A
CLMS CLAIMS SPECIALIST E *
COML COMMUNICATIONS UNIT LEADER H *
THSP
COMMUNITY MITIGATION ASSESSMENT
TEAM LEADER
J
THSP
COMMUNITY MITIGATION ASSESSMENT
TEAM MEMBER
I
COMP COMP/CLAIMS UNIT LEADER H *
INJR COMPENSATION-FOR-INJURY SPECIALIST E *
THSP
CONTRACT REPRESENTATIVE NATION-
WIDE
G
COTR
CONTRACTING OFFICER TECHNICAL
REPRESENTATIVE
(reference Section B.4 for hiring
conditions)
G
COOK COOK, HEAD CAMP F
THSP COST APPORTIONMENT TECH SPECIALIST H
COST COST UNIT LEADER H *
CRWB CREW BOSS F *
CREP CREW REPRESENTATIVE G *
CISL
CRITICAL INCIDENT STRESS
MANAGEMENT LEADER
K
CISM
CRITICAL INCIDENT STRESS
MANAGEMENT MEMBER
H
DECK DECK COORDINATOR F *
DMOB DEMOBILIZATION UNIT LEADER H *
THSP DEPUTY INCIDENT COMMANDER TYPE 1 M
THSP DEPUTY INCIDENT COMMANDER TYPE 2 L
DPRO DISPLAY PROCESSOR C *
DIVS DIVISION/GROUP SUPERVISOR J *
DOCL DOCUMENTATION UNIT LEADER F *
DZOP DOZER OPERATOR H
DZIA DOZER OPERATOR, INITIAL-ATTACK I
DRVA DRIVER, CLASS A CDL REQUIRED E
DRVB DRIVER, CLASS B CDL REQUIRED E
DRIV DRIVER/OPERATOR D
2023 DOI AD PAY PLAN 12
POSITION
CODE
POSITION TITLE
AD
CLASSIFICATION
310-1
EMTB
EMERGENCY MEDICAL TECHNICIAN
BASIC
G
EMTF
EMERGENCY MEDICAL TECHNICIAN
FIRELINE
H
ENGB ENGINE BOSS F *
ENOP ENGINE OPERATOR E
EQPI EQUIPMENT INSPECTOR D
EQPM EQUIPMENT MANAGER E *
EQTR EQUIPMENT TIME RECORDER E *
CORD EXPANDED DISPATCH COORDINATOR J *
EDRC EXPANDED DISPATCH RECORDER C *
EDSP
EXPANDED DISPATCH SUPERVISORY
DISPATCHER
H *
EDSD
EXPANDED DISPATCH SUPPORT
DISPATCHER
F *
FACL FACILITIES UNIT LEADER H *
FAL1 FALLER, ADVANCED J *
FAL3 FALLER, BASIC D *
FAL2 FALLER, INTERMEDIATE E *
THSP FAMILY LIAISON OFFICER K
FELB FELLING BOSS F *
ESFA
FEMA EMERGENCY SUPPORT FUNCTION
#4 ADMINISTRATIVE SUPPORT
F
ESFL
FEMA EMERGENCY SUPPORT FUNCTION
#4 PRIMARY LEADER
K
ESFS
FEMA EMERGENCY SUPPORT FUNCTION
#4 STRUCTURE SUPPORT
I
ESFW
FEMA EMERGENCY SUPPORT FUNCTION
#4 WILDLAND SUPPORT
I
FOBS FIELD OBSERVER F *
FSCC
FINANCE/ADMINISTRATION SECTION
CHIEF COMPLEX
L *
FSC1
FINANCE/ADMINISTRATION SECTION
CHIEF TYPE 1
L *
FSC2
FINANCE/ADMINISTRATION SECTION
CHIEF TYPE 2
K *
FSC3
FINANCE/ADMINISTRATION SECTION
CHIEF TYPE 3
J *
FBAN FIRE BEHAVIOR ANALYST J *
FEMO FIRE EFFECTS MONITOR D *
THSP FIRE LOOKOUT D
FFT1 FIREFIGHTER TYPE 1 (SQUAD BOSS) D *
FFT2 FIREFIGHTER TYPE 2 (CREW MEMBER) C *
2023 DOI AD PAY PLAN 13
POSITION
CODE
POSITION TITLE
AD
CLASSIFICATION
310-1
FIRB FIRING BOSS F *
FWBM FIXED-WING BASE MANAGER I *
FWPT FIXED-WING PARKING TENDER E *
FDUL FOOD UNIT LEADER H *
FUEL FUELING SPECIALIST D
THSP GACC CACHE MANAGER J
THSP GACC METEOROLOGIST J
THSP GENERAL SUPPORT CLERK C
GISS GIS SPECIALIST G *
GSUL GROUND SUPPORT UNIT LEADER H *
HEQB HEAVY EQUIPMENT BOSS, Single Resource F *
THSP
HEAVY EQUIPMENT TECHNICAL
SPECIALIST
L
HEBM HELIBASE MANAGER I *
HLCO HELICOPTER COORDINATOR I *
HECM HELICOPTER CREW MEMBER D *
HMGB
HELICOPTER MANAGER, Single Resource
Boss
G *
HRSP HUMAN RESOURCE SPECIALIST H *
INBA INCIDENT BUSINESS ADVISOR L *
ICCI
INCIDENT COMMANDER COMPLEX
(reference Section B.3 for hiring conditions)
M *
ICT1
INCIDENT COMMANDER TYPE 1
(reference
Section B.3 for hiring conditions)
M *
ICT2
INCIDENT COMMANDER TYPE 2
(reference
Section B.3 for hiring conditions)
L *
ICT3 INCIDENT COMMANDER TYPE 3 J *
ICT4 INCIDENT COMMANDER TYPE 4 F *
ICT5 INCIDENT COMMANDER TYPE 5 E *
INCM
INCIDENT COMMUNICATIONS CENTER
MANAGER
E *
COMT
INCIDENT COMMUNICATIONS
TECHNICIAN
F *
ICPI
INCIDENT CONTRACT PROJECT
INSPECTOR
G *
IMSA
INCIDENT MEDICAL SPECIALIST
ASSISTANT
G
IMSM
INCIDENT MEDICAL SPECIALIST
MANAGER
H
IMST
INCIDENT MEDICAL SPECIALIST
TECHNICIAN
G
ITSS
INCIDENT TECHNOLOGY SUPPORT
SPECIALIST
I
2023 DOI AD PAY PLAN 14
POSITION
CODE
POSITION TITLE
AD
CLASSIFICATION
310-1
TNSP
INCIDENT TRAINING SPECIALIST F *
IRIN INFRARED INTERPRETER G *
IADP INITIAL-ATTACK DISPATCHER H *
THSP
INSTRUCTOR
(S-300 and below courses and non-ICS
courses
)
H
THSP INSTRUCTOR (S-400 courses and above) J
INTS INTELLIGENCE SUPPORT G
IARR
INTERAGENCY RESOURCE
REPRESENTATIVE
G *
THSP LABORER C
THSP LEAD ACCOUNTING TECHNICIAN G
THSP
LEAD INSTRUCTOR (S-300 and below courses and
other non-ICS courses)
I
THSP LEAD INSTRUCTOR (S-400 courses and above) K
LOFR LIAISON OFFICER K *
LSCC LOGISTICS SECTION CHIEF COMPLEX L *
LSC1 LOGISTICS SECTION CHIEF TYPE 1 L *
LSC2 LOGISTICS SECTION CHIEF TYPE 2 K *
LSC3 LOGISTICS SECTION CHIEF TYPE 3 J *
LTAN LONG-TERM FIRE ANALYST J *
MCCO MAC GROUP COORDINATOR K
THSP MAC ADMINISTRATIVE SUPPORT D
MABM MAFFS AIRTANKER BASE MANAGER H
MABS MAFFS AIRTANKER BASE SPECIALIST F
MALO MAFFS ASSISTANT LIAISON OFFICER H
MAFF MAFFS LIAISON OFFICER J
THSP MASTER PARACHUTE RIGGER H
WHHR MATERIALS HANDLER (warehouse/cache worker) E
WHLR
MATERIALS HANDLER, LEADER
(warehouse/cache leader)
F
MEDL MEDICAL UNIT LEADER L *
THSP
MILITARY INSTALLATION LOGISTICS
COORDINATOR
(only used when a battalion is
ordered)
H
MXMS MIXMASTER G *
THSP NMAC / GMAC CREW COORDINATOR I
OPBD OPERATIONS BRANCH DIRECTOR K *
OSCC OPERATIONS SECTION CHIEF COMPLEX L *
OSC1 OPERATIONS SECTION CHIEF TYPE 1 L *
OSC2 OPERATIONS SECTION CHIEF TYPE 2 K *
OPS3 OPERATIONS SECTION CHIEF TYPE 3 J *
ORDM ORDERING MANAGER E *
PACK PACKER F
2023 DOI AD PAY PLAN 15
POSITION
CODE
POSITION TITLE
AD
CLASSIFICATION
310-1
EMPF PARAMEDIC FIRELINE J
EMTP PARAMEDIC (not fireline qualified) J
THSP
PAYROLL ACCOUNTING SPECIALIST 1
(for
p
a
y
ment center use onl
y)
C
THSP
PAYROLL ACCOUNTING SPECIALIST 2 (for
payment center use only)
F
THSP
PAYROLL ACCOUNTING SPECIALIST
LEAD (for payment center use only)
G
PTRC PERSONNEL TIME RECORDER E *
THSP PILOT L
PSCC PLANNING SECTION CHIEF COMPLEX
PSC1 PLANNING SECTION CHIEF TYPE 1 L *
PSC2 PLANNING SECTION CHIEF TYPE 2 K *
PSC3 PLANNING SECTION CHIEF TYPE 3 J *
PETL PREVENTION/EDUCATION TEAM LEADER K *
PETM PREVENTION/EDUCATION TEAM MEMBER J *
PROC PROCUREMENT UNIT LEADER I *
PIOC
PUBLIC INFORMATION OFFICER
COMPLEX
L *
PIO1 PUBLIC INFORMATION OFFICER TYPE 1 L *
PIO2
PUBLIC INFORMATION OFFICER TYPE 3
K *
PIO3 J
*
PIOT
PUBLIC INFORMATION OFFICER,
TECHNICIAN
E *
RADO RADIO OPERATOR B *
RAMP RAMP MANAGER G *
RCDM
RECEIVING AND DISTRIBUTION
MANAGER
E *
READ RESOURCE ADVISOR I
REAF RESOURCE ADVISOR -- FIRELINE J
RESL RESOURCES UNIT LEADER H *
RTCM RETARDANT CREW MEMBER D *
SOFC SAFETY OFFICER COMPLEX L *
SOFR SAFETY OFFICER LINE I *
SOF1 SAFETY OFFICER TYPE 1 L *
SOF2 SAFETY OFFICER TYPE 2 K *
THSP SEAT COORDINATOR I
SECG SECURITY GUARD (not Law Enforcement) C
SECM SECURITY MANAGER J *
THSP SENIOR PARACHUTE RIGGER F
SVBD SERVICE BRANCH DIRECTOR K *
SEMG SINGLE ENGINE A/T MANAGER G *
SITL SITUATION UNIT LEADER H *
SMEC SMALL-ENGINE MECHANIC E
L
PUBLIC INFORMATION OFFICER TYPE 2
2023 DOI AD PAY PLAN 16
POSITION
CODE
POSITION TITLE
AD
CLASSIFICATION
310-1
STOP
SPECIALTY TRACKED EQUIPMENT
OPERATOR
H
STAM STAGING AREA MANAGER F *
SCKN STATUS/CHECK-IN RECORDER E *
THSP
STRATEGIC FIRE MANAGEMENT
ANALYST
K
SOPL STRATEGIC OPERATIONAL PLANNER K *
STCR STRIKE TEAM LEADER CREW H *
STEN STRIKE TEAM LEADER ENGINE H *
STEQ
STRIKE TEAM LEADER HEAVY
EQUIPMENT
H *
STLM STRIKE TEAM LEADER MILITARY H
STPS STRUCTURAL PROTECTION SPECIALIST J *
SPUL SUPPLY UNIT LEADER H *
SUBD SUPPORT BRANCH DIRECTOR K *
TFLD TASK FORCE LEADER H *
TIME TIME UNIT LEADER H *
TESP TOOL AND EQUIPMENT SPECIALIST C
TPOP TRACTOR/PLOW OPERATOR H
TPIA
TRACTOR/PLOW OPERATOR, INITIAL-
ATTACK
I
UASD
UAS (Unmanned Aircraft System) DATA
SPECIALIST
H *
UASM UAS (Unmanned Aircraft System) MANAGER I *
UASL
UAS (Unmanned Aircraft System) MODULE
LEADER
I *
UASP UAS (Unmanned Aircraft System) PILOT I *
THSP VOUCHER EXAMINER F
WHSP WATER HANDLING SPECIALIST F
INVL
WILDLAND FIRE INVESTIGATION TEAM
LEADER (reference Section B.3 for hiring conditions)
K *
INVF
WILDLAND FIRE INVESTIGATOR
(reference
Section B.3 for hiring conditions)
I *
2023 DOI AD PAY PLAN 17
POSITION
CODE
POSITION TITLE
AD
CLASSIFICATION
310-1
PRESCRIBED FIRE
RXB1
Rx BURN BOSS TYPE 1
I *
RXB2
Rx BURN BOSS TYPE 2
H *
RXB3
Rx BURN BOSS TYPE 3
F
RXMG
PRESCRIBED FIRE MANAGER J *
POSITION
CODE
POSITION TITLE
AD
CLASSIFICATION
310-1
ALL-HAZARDS
BIOL BIOLOGIST J
CANH CANINE HANDLER F
CANL CANINE TEAM LEADER G
CONS CONSERVATION SPECIALIST J
DFF1 DEFENSIVE STRUCTURAL FIREFIGHTER B
EPID EPIDEMIOLOGIST J
HAZ2
HAZARDOUS MATERIALS, OPERATIONS
LEVEL
F
HAZL HAZARDOUS MATERIALS TEAM LEADER H
HAZ1
HAZARDOUS MATERIALS, TECHNICIAN
LEVEL
G
HEQT HEAVY EQUIPMENT TECHNICIAN H
MSTC MOUNTED SEARCH TECHNICIAN F
SRT1 SEARCH & RESCUE SQUAD LEADER F
SRTL SEARCH & RESCUE TEAM LEADER G
SRT2 SEARCH & RESCUE TECHNICIAN D
SCOP SMALL-CRAFT OPERATOR G
SFF1 STRUCTURAL FIREFIGHTER 1 C
THSP STRUCTURAL FIREFIGHTER 2 D
SFOL STRUCTURAL FIRELINE OFFICER H
SWF1 SWIFT-WATER-RESCUE SQUAD LEADER F
SWFL SWIFT-WATER-RESCUE TEAM LEADER G
SWF2 SWIFT-WATER-RESCUE TECHNICIAN D
TMRL TECHNICAL MOUNTAIN-RESCUE LEADER G
TMRT
TECHNICAL MOUNTAIN-RESCUE
TECHNICIAN
F
TRT1 TECHNICAL-RESCUE SQUAD LEADER F
TRTL TECHNICAL-RESCUE TEAM LEADER G
TRT2 TECHNICAL-RESCUE TECHNICIAN D
TCA1 TRAFFIC CONTROL AIDE B
