| Comment Number: | OL-10500310 |
| Received: | 2/16/2005 10:57:06 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:
I do not accept the premise stated here: "Outdated pay and performance management systems that result in outstanding performers being paid the same as poor performers." [from the WHY NSPS? section]. As it is right now top performers are awarded cash awards for outstanding performance, e.g on-the-spot awards, employee of the quarter. So the top performers are currently earning more than their average coworkers as a result of these awards. I do not want to give up my cost of living raises with the hopes that a supervisor will notice my performance and reward me. What if there is a bias towards me because the supervisor doesn't like woman or I remind him of his ex-wife etc...? What protection do I have under NSPS? I am an outstanding scholar and came to the government, accepted a lower salary than the private sector could offer me for the security and predictablitly the government salary gives me. The NSPS makes government work less attractive to me and I will be more likely to seek work outside of the government as a result.