| Comment Number: | OL-10500247 |
| Received: | 2/15/2005 6:25:17 PM |
| 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:
I have some concern over this banding pay system. These concerns primarily focus on a difficult supervisor. From the information given, it is not clear how performance-based pay will be regulated. My understanding is that pay increases will be based on annual appraisals. However, it is not clear how the performance parameters will be established. How will the supervisors giving the appraisals be held accountable with regard to fairness? What determines that an employee gets a $1,000 vs. a $3,000 annual increase in pay? Who determines the level of effort and what level of increase corresponds to which level of effort? For instance, if a person works overtime on a constant basis, and does not report it to the Government (which is against Union regulations) and is therefore, more productive, will another employee be penalized for their apparent lack of performance in comparison to the first? In addition, I am a Contracting Intern. The program is 4 years. In that time, my level is considered that of a trainee. However, with good performance, I am promoted each year without competing. I began as a GS-07 and will finish as a GS-12. How will this new system impact my promotions? I think overall, this could be an excellent system for implementing good performance compensation. However, this could lead to many such problems if clear guidelines are not given and enforced.