GS Pay Scale 2026: $22K–$164K Take-Home Breakdown
GS Pay Scale 2026: Every Grade and Step Explained
By David Park | 18-Year Federal Human Capital Specialist, Former OPM Classification and Pay Analyst, GS-13 Alumni
The 2026 GS pay scale runs from $22,584 (GS-1, Step 1) to $164,301 (GS-15, Step 10) in base pay — but a GS-7 in Washington D.C. takes home only $37,898 after FERS, FEHB, TSP, federal income tax, and FICA, retaining roughly 65 cents of every gross dollar earned. Which grade you land in, which locality area you work in, and how fast you move through steps determines everything — use the tables and tax breakdown below for exact figures at your grade level.
Quick Facts — GS Pay Scale 2026
| Median Gross (GS-9, Step 1) | $25.35/hr · $52,727/yr (base) |
| Top 10% (GS-15, Step 10) | $164,301 base (capped by EX-IV in high-locality areas) |
| Entry-Level (GS-5, Step 1) | $34,799 (bachelor’s degree baseline) |
| Net Take-Home (GS-7, DC Locality) | ~$18.22/hr · $37,898/yr after all deductions |
| Best Market | Washington-Baltimore-Arlington, DC (33.94% locality) |
| Classification Authority | OPM General Schedule (GS), 5 U.S.C. § 5332 |
| Last Updated | January 2026 |
Table of Contents
- GS Pay Scale 2026: Every Grade and Step Explained
- What does the full 2026 GS pay scale look like across all 15 grades and 10 steps?
- What was the 2026 federal pay raise — and why did locality pay get frozen?
- How does locality pay transform a base GS salary into your actual paycheck?
- What does a GS-7 in Washington D.C. actually take home after all deductions in 2026?
- How long does it take to progress through GS steps — and what is the fastest path?
- What is the GS pay ceiling — and what happens when you hit it?
- FAQ
- Works Cited
What does the full 2026 GS pay scale look like across all 15 grades and 10 steps?
The 2026 base General Schedule runs from $22,584 at GS-1, Step 1 to $164,301 at GS-15, Step 10, with a 1% across-the-board increase applied at the January 2026 pay period. Each step within a grade represents approximately a 3% raise over the prior step, with the exact within-grade dollar amount fixed per grade — not percentage-based — from GS-3 upward.
This base table is the mathematical foundation for every federal paycheck. Locality pay, overtime, and special rates are all calculated as multipliers on top of these statutory numbers — meaning a single incorrect base figure cascades into every downstream calculation.
| Grade | Step 1 | Step 5 | Step 10 | Within-Grade Amount |
|---|---|---|---|---|
| GS-1 | $22,584 | $25,589 | $28,248 | Varies |
| GS-2 | $25,393 | $27,858 | $31,953 | Varies |
| GS-3 | $27,708 | $31,404 | $36,024 | $924 |
| GS-4 | $31,103 | $35,251 | $40,436 | $1,037 |
| GS-5 | $34,799 | $39,439 | $45,239 | $1,160 |
| GS-6 | $38,791 | $43,963 | $50,428 | $1,293 |
| GS-7 | $43,106 | $48,854 | $56,039 | $1,437 |
| GS-8 | $47,738 | $54,102 | $62,057 | $1,591 |
| GS-9 | $52,727 | $59,759 | $68,549 | $1,758 |
| GS-10 | $58,064 | $65,804 | $75,479 | $1,935 |
| GS-11 | $63,795 | $72,303 | $82,938 | $2,127 |
| GS-12 | $76,463 | $86,659 | $99,404 | $2,549 |
| GS-13 | $90,925 | $103,049 | $118,204 | $3,031 |
| GS-14 | $107,446 | $121,774 | $139,684 | $3,582 |
| GS-15 | $126,384 | $143,236 | $164,301 | $4,213 |
GS-5 is the standard entry point for a bachelor’s degree with no specialized experience. GS-9 is the entry classification for master’s degrees. GS-12 and above require demonstrated technical or supervisory expertise and carry progressively larger within-grade raises — a GS-15 earns $4,213 per step versus $924 at GS-3.
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⚠️ These are estimates for a single filer using 2026 tax rates (IRS Rev. Proc. 2025-32). Results do not include local taxes, pre-tax deductions (401k, health insurance), or tax credits. Consult a tax professional for personalized advice.
What was the 2026 federal pay raise — and why did locality pay get frozen?
The 2026 federal civilian pay raise is exactly 1% across the board, applied exclusively to base pay with a simultaneous 0% increase to all locality pay multipliers. This decoupled structure — base raise with a frozen locality — is a deliberate budgetary mechanism, not an administrative oversight.
In every prior standard cycle, the annual raise is split: a portion goes to base pay and a portion raises the locality multipliers. Freezing locality in 2026 allowed the administration to guarantee every civil servant received nominal base growth while containing total compensation outlay during a period of intense budgetary pressure. The downstream effect is real wage stagnation for most employees — the 1% raise fell below prevailing inflation, and the frozen locality did not compensate for rising living costs in competitive federal markets.
Federal law enforcement officers received distinct treatment. Under special rate authorities directed by OPM, eligible GS Law Enforcement Officers (GL pay plan, grades 3–10) received an additional 2.8% supplemental increase on top of the 1% base raise — a definitive total of 3.8%, matching the military pay increase authorized for the same fiscal year.
How does locality pay transform a base GS salary into your actual paycheck?
Locality pay is a statutory percentage multiplier applied to your base GS rate to close the wage gap between federal and private-sector compensation in specific labor markets. With all locality multipliers frozen at 2025 levels for 2026, the calculation is: Base Pay × (1 + Locality Percentage) = Adjusted Gross.
The Washington-Baltimore-Arlington region carries the highest standard civilian locality rate at 33.94%. A GS-9, Step 1 employee at $52,727 base becomes $70,622 in DC — an additional $17,895 in geographic compensation from the locality multiplier alone. That $70,622 is the gross figure that appears on the offer letter.
| Locality Area | 2026 Rate | GS-9 Step 1 (Base: $52,727) | GS-12 Step 1 (Base: $76,463) |
|---|---|---|---|
| Washington-Baltimore-Arlington, DC | 33.94% | ~$70,622 | ~$102,394 |
| San Francisco-Oakland-San Jose, CA | 44.15% | ~$75,927 | ~$110,218 |
| Rest of U.S. (RUS) | 17.06% | ~$61,723 | ~$89,508 |
| Chicago-Naperville, IL-IN-WI | 31.97% | ~$69,584 | ~$100,904 |
| Dallas-Fort Worth, TX-OK | 26.91% | ~$66,924 | ~$97,033 |
In high-cost localities like San Francisco (44.15%), the 1% base raise generates a larger absolute dollar increase because the locality multiplier amplifies the base. A GS-14 in San Francisco earns more nominal dollar growth from the same 1% raise than a GS-7 in the Rest of U.S. — progressive locality math rewards higher grades disproportionately.
What does a GS-7 in Washington D.C. actually take home after all deductions in 2026?
A GS-7, Step 1 employee in Washington D.C. earns $57,736 in adjusted gross salary after locality, but takes home $37,898 annually after mandatory FERS contributions, TSP, FEHB premiums, FEGLI, federal income tax, FICA, and D.C. state income tax. The gross-to-net ratio is 65.6% — meaning over a third of gross compensation never reaches the employee’s bank account.
This is the number candidates consistently underestimate. In 14 years working federal classification and pay, the single most common shock I saw in new hire orientations was the gap between the offer letter salary and the first biweekly paycheck. The FEHB premium increase alone — 10.2% in 2026, the second consecutive year of double-digit hikes — wiped out the entire nominal gain from the 1% raise for most mid-grade employees.
| Deduction Component | Annual Amount |
|---|---|
| Gross Adjusted Salary (DC Locality, 33.94%) | $57,736.00 |
| FERS Contribution (4.4% — FERS-FRAE, post-2014 hire) | −$2,540.38 |
| TSP Contribution (5% pre-tax, to capture full agency match) | −$2,886.80 |
| FEHB Premium (FEP Blue Basic, Self Only — $133.77 biweekly) | −$3,478.02 |
| FEGLI Basic Premium (35–39 age bracket, $60K coverage basis) | −$31.20 |
| Federal Income Tax (taxable base: $35,271.18 after pre-tax deductions + standard deduction) | −$3,984.54 |
| FICA / OASDI (7.65% of gross) | −$4,416.80 |
| Estimated D.C. State Income Tax | −$2,500.00 |
| Total Deductions | −$19,837.74 |
| True Net Take-Home | $37,898.26 |
The federal income tax calculation uses the 2026 standard deduction of $16,100. Taxable base = $57,736 − $2,886.80 (TSP) − $3,478.02 (FEHB) − $16,100 (standard deduction) = $35,271.18. Tax = (10% × $12,400) + (12% × $22,871.18) = $1,240 + $2,744.54 = $3,984.54.
Pre-2013 FERS employees contributing at 0.8% instead of 4.4% recover approximately $2,070 annually in additional net pay — a structural advantage that disappears for every hire after 2014.
How long does it take to progress through GS steps — and what is the fastest path?
Step progression on the GS scale operates on a mandatory three-tier waiting schedule: Steps 1–4 require exactly 52 weeks each; Steps 4–7 require exactly 104 weeks each; Steps 7–10 require exactly 156 weeks each. An employee remaining at a single grade without acceleration takes exactly 18 years to reach Step 10.
The only mechanism to accelerate that timeline is a Quality Step Increase (QSI). A QSI requires the highest available performance rating under the agency’s appraisal system and cannot be granted within 52 consecutive weeks of the previous QSI. When a QSI lands an employee on Step 4 or Step 7 — the tier boundary steps — the employee’s previously accrued waiting time carries forward into the new, longer waiting period. No time is forfeited; it is credited.
| Steps | Waiting Period | Cumulative Years |
|---|---|---|
| Step 1 → 2 → 3 → 4 | 52 weeks each (3 years total) | 3 years |
| Step 4 → 5 → 6 → 7 | 104 weeks each (6 years total) | 9 years |
| Step 7 → 8 → 9 → 10 | 156 weeks each (9 years total) | 18 years |
Promotions to a higher grade reset the step process under OPM’s Two-Step Promotion Rule (5 CFR 531.214): the agency advances the employee two steps in their current grade to establish a minimum target, applies locality, then places the employee at the lowest step of the new grade that exceeds that amount. This typically produces Step 2 or Step 3 placement at promotion rather than Step 1 — a meaningful difference worth $1,000–$3,000 at mid-career grades.
What is the GS pay ceiling — and what happens when you hit it?
The GS pay ceiling is the Executive Schedule Level IV (EX-IV) rate, which caps adjusted total compensation — base plus locality — for all GS employees regardless of grade, step, or geographic location. Any GS-15 employee whose base plus locality mathematically exceeds this cap receives the flat EX-IV rate instead, which creates severe salary compression at the top of the scale in high-locality areas like D.C. and San Francisco.
In practice, GS-15 employees above Step 5 in Washington D.C. and most high-locality areas receive identical localized salaries. The compression eliminates the financial incentive for senior GS-14s to accept GS-15 responsibilities in premium markets — they may gain a title while seeing negligible pay growth. This is why the SES (Senior Executive Service) operates on a completely separate, performance-banded pay system with no steps and no locality-adjusted ceiling of this type.
FAQ
Can you negotiate your starting GS step?
Yes — under the Superior Qualifications and Special Needs Pay-Setting Authority, agencies can place a newly appointed employee at any step from 2 through 10. Agencies cannot consider your prior private-sector salary, W-2 history, or competing job offers during negotiation. Justification must rest on superior qualifications relative to the applicant pool or a demonstrated agency need based on OPM-validated market data and internal turnover rates. This authority applies only before an employee officially enters on duty — it cannot be used retroactively.
Do federal law enforcement officers get a different pay raise in 2026?
Federal law enforcement officers operating under the GL pay plan (grades GS-3 through GS-10) received a total pay increase of 3.8% in January 2026 — not 1%. OPM directed an additional 2.8% supplemental Special Salary Rate increase for eligible LEOs, explicitly matching the military pay raise authorized for the same fiscal year. This special rate is entirely separate from the frozen locality system and does not impact standard GS civilian employees outside law enforcement classifications.
What is the highest-paying GS grade — and does it always pay the most?
GS-15, Step 10 carries a base salary of $164,301, making it the statutory ceiling of the General Schedule. In high-locality areas, however, the EX-IV compensation cap artificially flattens GS-15 salaries above Step 5, meaning a GS-15, Step 10 and a GS-15, Step 7 can receive identical paychecks in Washington D.C. The GS-15 ceiling transitions directly into the Senior Executive Service, which operates on performance-banded pay without steps, providing the only path to compensation above the EX-IV floor for civil servants.
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Works Cited
- U.S. Office of Personnel Management. “General Schedule — Pay Systems Overview.” OPM.gov. https://www.opm.gov/policy-data-oversight/pay-leave/pay-systems/general-schedule/
- U.S. Office of Personnel Management. “Salary Table 2026-GS.” OPM.gov. https://www.opm.gov/policy-data-oversight/pay-leave/salaries-wages/salary-tables/pdf/2026/GS.pdf
- U.S. Office of Personnel Management. “Salary Table 2026-GS (HTML Version).” OPM.gov. https://www.opm.gov/policy-data-oversight/pay-leave/salaries-wages/salary-tables/26Tables/html/GS.aspx
- U.S. Office of Personnel Management. “Salary Table 2026-DCB (Washington D.C. Locality).” OPM.gov. https://www.opm.gov/policy-data-oversight/pay-leave/salaries-wages/salary-tables/26Tables/html/DCB.aspx
- U.S. Office of Personnel Management. “Salary Table 2026-RUS (Rest of U.S.).” OPM.gov. https://www.opm.gov/policy-data-oversight/pay-leave/salaries-wages/salary-tables/pdf/2026/RUS.pdf
- U.S. Office of Personnel Management. “Memo on January 2026 Pay Adjustments.” OPM.gov. https://www.opm.gov/chcoc/latest-memos/january-2026-pay-adjustments.pdf
- U.S. Office of Personnel Management. “2026 Special Rates for Certain Law Enforcement Personnel.” OPM.gov. https://www.opm.gov/policy-data-oversight/pay-leave/2026-special-rates-for-certain-law-enforcement-personnel/
- U.S. Office of Personnel Management. “January 2026 Pay Examples.” OPM.gov. https://www.opm.gov/policy-data-oversight/pay-leave/pay-administration/fact-sheets/january-2026-pay-examples/
- U.S. Office of Personnel Management. “Fact Sheet: Within-Grade Increases.” OPM.gov. https://www.opm.gov/policy-data-oversight/pay-leave/pay-administration/fact-sheets/within-grade-increases/
- U.S. Office of Personnel Management. “Fact Sheet: Quality Step Increase.” OPM.gov. https://www.opm.gov/policy-data-oversight/pay-leave/pay-administration/fact-sheets/quality-step-increase/
- U.S. Office of Personnel Management. “Superior Qualifications and Special Needs Pay-Setting Authority.” OPM.gov. https://www.opm.gov/policy-data-oversight/pay-leave/pay-administration/fact-sheets/superior-qualifications-and-special-needs-pay-setting-authority/
- U.S. Office of Personnel Management. “Salaries & Wages — Overview.” OPM.gov. https://www.opm.gov/policy-data-oversight/pay-leave/salaries-wages/
