| Comment Number: | OL-10500833 |
| Received: | 2/22/2005 10:24:28 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:
FROM FAQ's Will NSPS eliminate within-grade step increases and the annual General Schedule pay increase? Under NSPS, pay increases will be based primarily on performance and/or contribution, and unacceptable performers will not be eligible for pay increases. In a pay banding system, there are no “steps” similar to the GS system. Pay increases and/or performance bonuses are based on the employee’s performance rating. Hhmmmmm. This is VERY interesting. Supervisors and Managers dictating which employee will receive a pay raise or reduction. This will leave NSPS ripe for corruption, nepotism, cronyism, and sexual harassment. Let’s take a look at an example: Jeff is in his boss’ office reviewing his annual performance that will dictate his salary. Boss: “Jeff, you know you are one of my best employees. You are motivated, efficient, and dedicated to the defense of this great nation, but due to our limited budget I will not be able to give you a step increase this year. We only have enough money for one employee raise and that is going to Sam”. Jeff: “Sam?! Why Sam? He is always late to work, he never completes his assigned tasks, you can never find him at his desk!” Boss: “Well Sam actually is very motivated. You just don’t see it. I never have to change the oil in my car, he helped me drywall that new addition in my house, he let me date his daughter (which you flatly refused to do), and besides, he is my nephew and I told my brother I would look out for him”. This is just one of hundreds of scenarios that will be played out if NSPS is instituted. This could go the other way also with employees pressuring supervisors utilizing EEO and sexual harassment threats to influence their pay scale.