| Comment Number: | EM-022810 |
| Received: | 3/16/2005 10:56:48 AM |
| Subject: | Notice of Proposed Rulemaking, Request for Comment |
| Title: | National Security Personnel System |
| CFR Citation: | 5 CFR Chapter XCIX and Part 9901 |
| No Attachments |
Comments:
Pay increases based on performance rather than longevity - exactly what does performance entail. Are we talking about getting your work done in a timely manner, or just plain getting it done at all? Doing twice as much as the other office workers? The fact that you volunteer for the Meals on Wheels program or you work the Airman's Attic? What type of performance are we talking about, you come in a half hour early and leave a half hour late? What does "over and above" entail? Is it possible that every employee can be an outstanding performer? Your new proposed system of employee pay increases still sounds like a teachers pet thing. The supervisor determines whether or not your performance was such that you deserve a pay increase. That's an awful lot of power in the hands of an individual who may like everything you do work-wise, but hate the cologne you wear or the way you comb your hair, or they just plain don't like you. For that you don't get a pay raise. No, he/she won't say that's the reason, they'll just say that you're an acceptable employee. Didn't they eliminate cost of living increases? If so, an average employee, one that comes to work on time, does their allotted job, dependable, can be counted on in times of crisis, could be stuck at the same pay forever if their supervisor doesn't consider them worthy of a pay increase. The economy hasn't frozen its prices, everything continually goes ups, health insurance costs rise every year. Your pay could actually go down. Is this what the government considers a better personnel system? Is there NO way for a pay increase for an employee other than what the supervisor deems? What about the local market supplement locality-based component of NSPS? Locality pay was eliminated. What does that mean for us in the Illinois/Missouri area? I saw the statement "increases not given to unacceptable performers", does that mean that acceptable performers WILL get a pay increase? What about individuals who have been rifted in the past, and are on retained pay status, but working in a skill code, and pay code less than where they started. How will this new system affect their pay/job status? Will/can they lose their pay? Under the heading of important facts about NSPS, one of the bullets states, employees will not lose pay upon conversion to the NSPS pay system. What about once its in place? Do we still have the same assurance? How easy will it be to move out of your pay band? Are the days of working your way up the chain gone. Can your years of experience compete with a degree? You have the knowledge, the hands on experience, its been documented in your performance reports, but you don't have the paperwork. Can you still qualify for a higher position, and get hired? As a secretary, I'm concerned about an article I read in the FedTimes concerning the contracting out of secretarial positions. Should the government decide to contract out a position, what right does the employee have under this new system. In the past, personnel worked hard to find another position for you. Will this practice continue or is the employee thrown to the wolves? Are supervisors pay increases based on the performance of their workers? How many outstanding performers do they have to have in order to get a pay increase? One big concern of mine since I have been in my present position is training. In my organization training for civilians is not up to par. In fact its very difficult to come by. What role does training have in your new proposed system?