| Comment Number: | OL-10500733 |
| Received: | 2/19/2005 5:26:27 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:
Re: Classification, Subpart B and pay banding. I don't believe pay banding will work. With the current GS Schedule, there is still alot of inequities in compensating people. For example, for performance awards, there are "unofficial" guidelines to determine who is to get an award. If you were given a promotion that year, no matter what how outstanding your performance, you will not get a performance award. Also, awards tend to be given out to younger personnel in order to hold onto them. By going to a pay banding. this will only escalate, resulting in a drain to the corporate knowledge as frustrated older, experienced workers will leave. There has to be some balance, and I think the GS Schedule offered that balance. At least older personnel had the step increases. If you have a nonperformer, the supervisory personnel should take the established steps to get rid of that person, instead of creating what I think is going to be a nightmare system, both to supervisors and workers. There is not going to be any "working supervisor" under pay banding because that supervisor is going to have to keep involved with personnel on a daily basis in order to document performance.