| Comment Number: | OL-10500663 |
| Received: | 2/18/2005 12:55:20 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:
Pay and therefore retirement High 3 determined by supervisor, availability of funds, number of people in pay/award pool. Will not be enough funding to 'Pay for performance' if Congress does not provide enough money to execute - no matter how good you are. In order for one person to receive a big raise others must settle for much less. This situation will lead to 'every man for himself' mentality. Sort of a make everybody else look bad so I look good situation. At the extreme, could lead to actual sabotage of others efforts in order to secure more reward for oneself. "Ratting out" or out right lies to supervisor to influence pay/award decisions could become commonplace. Wouldn't a system that rewards TEAM efforts be more productive? We were told we would not lose money going into NSPS. I'm within 5 years of retirement and am due a step increase within the time frame of implementation of NSPS. So I will not get my step after 3 long years. My retirement high 3 is therefore less. Not lose money? Even if you do an outstanding job you may not get a raise, a bonus instead - which doesn't count toward your high 3 for retirement. More lost money. 'Fairly compensate, pay for performance ', who do you think you are fooling?