The General Schedule (GS) classification and pay system covers most HUD OGC employees. 

GS classification standards, qualifications, pay structure, and related human resources policies (e.g., general staffing and pay administration policies) are administered by the U.S. Office of Personnel Management (OPM) on a Governmentwide basis.

The GS pay schedule has 15 grades and 10 steps in each grade covering more than 400 occupations. Pay varies by geographic location.

Each job posting will list the expected hiring level, as well as the potential for promotion to subsequent grades within the position.

Medical coverage is available for employees, their spouses, and their dependent children (under age 26). There are many options, including fee-for-service or HMO plans, with costs shared by the government.

• The government pays a substantial amount of the premium cost and the employee’s portion is paid through payroll deduction.
• Medical examination is not required to obtain coverage, with no restrictions due to age, current health, or pre-existing medical condition.
• Premiums, as well as out-of-pocket costs, can be paid with pre-tax dollars.

If you want more dental coverage than what your health plan offers, the Federal Employee Dental and Vision Insurance Plan (FEDVIP) provides comprehensive dental insurance.

If you want more vision coverage than what your health plan offers, FEDVIP provides comprehensive vision insurance for you and your eligible family members.

The federal Flexible Spending Account (FSA) is a pre-tax benefits program that allows you to set aside pre-tax dollars for qualifying medical, child care, or adult care expenses.

• Health Care FSA may be used to set aside pre-tax dollars for out-of-pocket medical expenses and other benefits not covered by your health plan.
• Dependent Care FSA may be used to set aside pre-tax dollars to cover daycare or other expenses related to the care of a child or qualifying dependent adult.

The Federal Employees' Group Life Insurance (FEGLI) Program is the largest group life insurance program in the world, covering over 4 million Federal employees and retirees, as well as many of their family members.

In most cases, new Federal employees are automatically covered by Basic life insurance and the payroll office deducts premiums from your paycheck unless the employee waives the coverage.

The cost of Basic insurance is shared between the employee and the Government. The employee pays 2/3 of the total cost and the Government pays 1/3. Age does not affect the cost of Basic insurance but employees pay the full cost of Optional insurance, and the cost depends on age.

The Federal Long Term Care Insurance Program (FLTCIP) provides long term care insurance for Federal employees and their parents, parents-in-law, step-parents, spouses and adult children. If an employee is newly employed in a position that conveys eligibility for FEHB coverage, the employee may apply for long term care insurance, even if an employee does not enroll in the FEHB Program. The cost of the insurance is based on the age when the employee applies.

OPM suspended applications for this program as of December 18, 2022.

Almost all new employees are automatically covered by the Federal Employees Retirement System (FERS). FERS is a three-tiered retirement plan that includes: Social Security Benefits, Basic Benefit Plan and Thrift Savings Plan. Both the basic government pension and social security coverage are based on salary and length of service.

The Thrift Savings Plan (TSP) is a 401(k)-type plan with choice of investment funds and government matching contributions up to 5%. The TSP is a defined contribution plan, meaning that the retirement income you receive from your TSP account will depend on how much you (and your agency, if you are eligible to receive agency contributions) put into your account during your working years and the earnings accumulated over that time.

Telework is a work arrangement that allows an employee to perform work — during any part of regular, paid hours — at an approved alternative worksite (e.g., home, telework center).

HUD offers a Flexiplace Policy with robust telework opportunities. Department and OGC encourages and fully supports the use of Flexiplace arrangements and management’s efforts to utilize this flexibility tool in a way that enhances the work of the Department and the work/life of its employees. To read more about HUD’s Flexiplace policy, the guidebook is available here.

Alternative Work Schedules (AWS) refer to a variety of schedule options that provide an alternative to the standard 8:30am to 5:00pm workweek.

Adjustable work hours can assist employees in balancing the demands of the workplace with their personal responsibilities and as well as help alleviate commuting frustrations.

AWS encompasses Flexible Work Schedules and Compressed Work Schedules.

Annual Leave is used for vacations, rest and relaxation, and personal business or emergencies. New full-time employees earn 4 hours of annual leave each 2-week pay period. When an employee has 3 years of service, this increases to 6 hours every 2 weeks, and at 15 years it increases to 8 hours every 2 weeks.

Sick Leave is used for personal medical needs, care of a family member; care of a family member with a serious health condition, bereavement, and adoption related purposes. Full-time employees earn 4 hours of sick leave every 2 weeks. An employee may accrue this leave without limit.

All employees are also eligible for Family-Friendly Leave Policies, with flexibility for events such as birth or adoption of a child, care of a sick family member, or care of yourself in response to a serious health condition or emergency.

Federal law establishes several public holidays for Federal employees. OPM sets holiday policy, and publicly provides the list of Federal holidays for each year.

Incentives and awards are not guaranteed, but could include:

• Periodic performance-based pay adjustments (within grade/step increases)
• Cost of Living Allowances (COLA)
• Special salary rates for selected positions
• Recruitment and relocation incentives
• Employee recognition through Incentive Awards Program

HUD Headquarters is located in downtown Washington, D.C., and is convenient to many popular areas of interest including the Mall, which encompasses the Capital, the Washington Monument and the Smithsonian museums. The building is readily accessible by public transportation and is convenient to residents of Maryland and Virginia, as well as the District of Columbia. Employees can take the Metro subway system directly to the L’Enfant Plaza Station where HUD Headquarters is located.

Public transit subsidy assistance is available to employees throughout the country, where applicable. 

The Department provides an Employee Assistance Program (EAP). It is a voluntary, confidential program that helps employees (including management) work through various life challenges that may adversely affect job performance, health, and personal well-being to optimize the organization's success. EAP services include assessments, counseling, and referrals for additional services to employees with personal and/or work-related concerns, such as stress, financial issues, legal issues, family problems, office conflicts, and alcohol and substance use disorders.

The HUD Headquarters building contains a HUD Fitness Center. Membership in the HUD Fitness Center is open to all full-time, part-time and temporary employees. Annual dues are based on an employee’s salary. The facility includes a fully equipped aerobic center, and provides a wide range of exercise equipment, including exercise bikes, recumbent bikes and stair masters. Locker rooms are equipped with showers and a full-time staff is available to create individualized exercise programs. There are fitness centers in many federal office buildings in the field as well.

HUD offers limited tuition assistance for childcare and before- and afterschool care for children of HUD employees with a total adjusted gross income of $75,000 and below. Children may be enrolled in any licensed childcare program.

The HUD headquarters building includes a state-of-the-art childcare center for children from six weeks to five years of age. For more information about HUD’s Headquarters child development center, see https://www.ymcadc.org/locations/the-childrens-house-at-hud/. There are also childcare centers in federal office buildings in the field.

The Federal Student Loan Repayment Program permits HUD to assist employees in the repayment of federally insured student loans. The agency may make payments to the loan holder of up to a maximum of $6,000 per calendar year not to exceed an aggregate of $40,000 for any one employee.

The operation of this program is contingent upon the availability of funds.

Most HUD attorneys are in collective bargaining units and may join their local union. Most offices are covered by a local of the American Federation of Government Employees (AFGE). HUD attorneys in San Francisco, Los Angeles, Phoenix and Detroit are covered by locals of the National Federation of Federal Employees (NFFE).

The HUD Credit Union is located in the HUD Headquarters Building. The Credit Union offers a full range of banking services. There are federal employee credit unions in many of the field locations.

Additional information on the HUDFCU is available at https://www.hudfcu.org/.