C.3.3.4 - Compensation management
Compensation Management designs, develops, and implements compensation programs that attract, retain and fairly compensate agency employees.
In addition, designs, develops, and implements pay for performance compensation programs to recognize and reward high performance, with both base pay increases and performance bonus payments. This sub-function includes: developing and implementing compensation programs; administering bonus and monetary awards programs; administering pay changes; managing time, attendance, leave and pay; and managing payroll. The recommended provisional security categorization for compensation management information is as follows:
Security category
Confidentiality Low
The confidentiality impact level is the effect of unauthorized disclosure of compensation management information on the ability of responsible agencies to design, develop, and implements compensation programs that attract, retain and fairly compensate agency employees will have only a limited adverse effect on agency operations, assets, or individuals. Special Factors Affecting Confidentiality Impact Determination: Where more sensitive information is involved, it will probably be personal information subject to the Privacy Act of 1974. The 77 Privacy Act Information provisional impact levels are documented in the Personal Identity and Authentication information type. In a few cases (e.g., where some employees are potential targets for retaliation by criminal elements or targets of foreign intelligence organizations), unauthorized disclosure of some compensation management information (e.g., name, address, title, organization, dependents' information) can have life-threatening consequences and has a high confidentiality impact level. Recommended Confidentiality Impact Level: The provisional confidentiality impact level recommended for disclosure compensation management information is low.
Integrity Low
The integrity impact level is based on the specific mission and the data supporting that mission, not on the time required to detect the modification or destruction of information. Compensation management activities are not generally time-critical. Special Factors Affecting Integrity Impact Determination: An accumulation of small changes to data or deletion of small entries can result in excessive disbursements of payroll, bonus and monetary awards or affects pay changes, time and attendance, etc. In some cases, the adverse effects of consequent negative publicity on mission functions or public confidence in the agency can be serious. In some other cases, integrity compromises that adversely affect a significant subset of the workforce can result in staff issues and work stoppages that adversely affect the agency's mission. Where interruptions to agency missions can have serious or life-threatening consequences for individuals, the impacts of integrity compromises can be moderate or even high. Recommended Integrity Impact Level: The provisional integrity impact level recommended for compensation management information is low.
Availability Low
The availability impact level is based on the specific mission and the data supporting that mission, not on the time required to re-establish access to compensation management information. Compensation management processes are generally tolerant of delay. Typically, disruption compensation management information can be expected to have only a limited adverse effect on agency operations, agency assets, or individuals. Recommended Availability Impact Level: The provisional availability impact level recommended compensation management information is low.