| Comment Number: | OL-10500952 |
| Received: | 2/22/2005 5:40:09 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:
My comments are with regards to performance payout and pay administration. It is stated over and over that your pay wont be reduced when converted to the new pay system, but never once does it talk about maintaining the same pay potential once converted. For example right now the senior engineer pay band (DP-3) spans GS-12 and 13 but once converted I understand a senior engineer pay band will not include GS-13 pay. This new NSPS is based on the demonstration project pay band (which is used at China Lake) and is susposed to be more flexible and help hire and retain good performers but by reducing the wage potential of working level employees it will negate the retention benifits and flexibility the NSPS will bring. All it will do is allow workers to become trained on the government dollar and become experts in their field and then,when their NSPS pay doesn't match what they are worth or what it would have been worth before the conversion they will get a job working for a contractor for significantly more pay. I understand that the pay potential for managers will actually be raised once converted to the NSPS but just don't forget that having a good managment will do nothing for the government if the working level engineers aren't also experts at what they do too. All the best managers in the free world will not get good products to the warfighter if they are trying to manage a group of monkeys.