| Comment Number: | OL-10500322 |
| Received: | 2/16/2005 11:35:58 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:
How would education play a role in NSPS? I have read much information on NSPS and I have not noticed anything mention on education. I understand promotions will be based on performance, which means that some employees may be promoted with higher pay and no education. It seems as though less emphasis is being put on education and more on performance. I would think that more emphasis would be put on education as an important part of the job. I think education and performance go hand in hand. Education and performance should play an important factor in promoting employees. I know that performance is very important; although, I don't think a clerical person without a college education should be promoted to the same rate of pay as an employee with a college education. If a GS-05 employee receives work from a GS-11 co-worker, does this mean that the GS-05 employee will get a promotion? I believe that the rating will be bias by the supervisor; it's all who you know. I have always performed outstanding work and have performed at a higher level with accuracy and in most cases have not been recognized for my great performance; instead, I have noticed people who perform duties that may not be pertaining to the job are rewarded. It seems as though the same people that perform poorly continue to be rated at a higher level and receive more awards for their mistakes. Flexibility - your job may change year to year but what about your pay will it change year to year. For instance, you get a $4,000 promotion for outstanding performance one year and the next year you contribute less - how can you justify the $4,000 promotion. I don't think receiving an increase in pay for performing a temporary duty should be a permanent increase. Also, because the pay band expands and we are awarded according to our performance, is it possible that the employee may perform so well that they may exceed their supervisor pay. I also believe that a job description is very important in keeping up with employees’ performance and their duties and being able to rate them according to their duty and not just whatever duty they picked up along the way or duties that your co-workers share with you.