| Comment Number: | OL-10500428 |
| Received: | 2/17/2005 8:38:41 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:
Any new system will cause a flurry of unrest. Generally, the hype so far has been very positive; however, I do have some initial concerns about NSPS, beyond the obvious elimination of seniority and guaranteed annual cost of living increases. First, the Good. Giving organizations the flexibility to hire new employees at a level above the entry level; being able to advance the superstars up the pay band; and allowing entry into the pay band at the current GS pay rate. Next, the Bad. Not allowing increases when transitioning into the pay band could produce the situation of hiring a new employee at a pay level above a current employee that is producing at or above the expected level; therefore, current employees having to wait several cycles to catch up to a new hire, never mind always lagging the commensurate level of the corporate world. Finally, the Ugly. All job specialties within a reporting group pay band competing for the same pay increases has the effect of diluting each job specialty. An exaggerated example: A highly banded technician could be in the same pay band as an engineer. Both very important jobs, but with very different levels of expectation. Bottomline: NSPS does not necessarily provide an employee with the job importance, job satisfaction, or the feeling of self worth required to meet or exceed expected productivity levels.