MEMBERSHIP

Membership consists of:

• Deputy Director for Management (Chair)
• Deputy Director for Intramural Research
• Deputy Director for Extramural Research
  
• At least five additional scientists drawn from IC senior leadership

The Director, OHR, and the Director, OEODM, will serve as ex officio members. A staff member of the OHR will serve as Executive Secretary.

MEETING SCHEDULE

The NCC meets on the second and fourth Thursday of each month.

ROLE AND RESPONSIBILITIES

The NCC serves as an advisory body to the Director, NIH, or designee (Deputy Director, NIH), and is responsible for the following:

1. Review of IC requests requiring approval of the Director, NIH, or designee. Such requests are considered following review by the respective IC Standing Committee and endorsement by the IC Director, and include:

• Placement of scientists who do not fit into existing Categories
• Requests for exceptional pay increases, including annual adjustments above authorized limits or at a time other than in the spring
• Requests to set base pay above Executive Level I or above the appropriate Pay Band
• Requests to initiate or renew retention incentives above Executive Level I
• Requests for total compensation above $200,000 for scientists appointed under Title 42 (g) and above $212,000 for scientists appointed under Title 42 (f)

2. Policy and operational responsibility for the NIH Title 42 Pay Model, including:

• Periodic review of policy and procedural effectiveness
• Oversight of IC Standing Committees
• Recommendations to the Director, NIH, or designee, regarding the need for policy and procedural revisions, including Category modifications or expansions and pay range adjustments

PAY SETTING CRITERIA

In reviewing pay action requests and in monitoring IC pay activities, the NCC will apply the pay setting guidance contained in the Title 42 Pay Model. For ease of reference, this guidance is reprinted below:

"Pay under this model should be set at rates necessary to recognize the individual's scientific contributions as well as the duties, responsibilities and complexity of the position. Salaries should be set not on the basis of the scientist's professional credentials alone, or what he/she might command at other academic or private sector institutions, but rather at a rate that recognizes the nature of the scientist's NIH responsibilities and contributions. The following criteria should be considered where applicable in establishing the initial pay level and subsequent pay adjustments.

• Complexity of program or projects, problems solved, difficulty and originality in work performed
• Productivity and impact on the scientific community (Research and Clinical Productivity and Impact)
• Recognition within the scientific community
• Specific clinical or other highly technical skills of benefit to the NIH in their designated NIH function (Market Value for comparable functions)
• Breadth and depth of required knowledge (Experience)
• Mentoring
• Decision-making authority, independence, or freedom to act
• Resource management, including responsibility for human, financial, space, facilities information, and material resources (Managerial Responsibility)
• The scope or impact that an individual exercises at varying levels within and across the organization. Impact relates to how influential the position is within the IC or NIH based on the importance of decisions or final recommendations rendered
• The importance and frequency of interactions with various individuals or groups within or outside NIH, service to the NIH, and the effect of these interactions on accomplishing the NIH mission. (Service to NIH)

The factors that may be considered in assessing these criteria include: appropriate market data; recruitment difficulties; applicant's salary history; BSC reviews; outside letters of reference; salary equity among internal employees; publications and presentations; awards; reviewer functions; editorial board participation; and participation in professional organizations."

Further pay setting guidance is also contained in descriptions of specific pay Bands and Tiers in the Model.