| Comment Number: | OL-10501049 |
| Received: | 2/23/2005 11:05:49 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:
I believe the current personnel system offers managers many options that most do not utilize, particularly in the area of performance management. One of the alleged flaws of the current system is that poor performers receive the same pay increases as high performers. This is largely the fault of management because they don't take advantage of the provisions which enable them to deny step increases to those whose performance is unsatisfactory. If all managers were perfect or close to it, the new system might not be so bad, however, most of us realize that is not the case. I believe the proposed "pay for performance" system will be divisive and create a work environment which will not be conducive to cooperation and teamwork because employees will be more concerned with making themselves look good in order to get the higher ratings which result in bigger pay increases. The new system also eliminates most of the predictability which exists under the current system. How will employees be able to get estimates of what they can expect their retirement income to be if they have no idea how much their pay increases will be and what portion of those will be basic pay increases versus bonusses. In the area of hiring, managers are often not aware of or choose not to utilize some of the special hiring authorities, such as the special hiring authority for people with disabilities. Use of these authorities could enable managers to hire well-qualified people more quickly than through the competitive process. For these and other reasons, I believe that the time, effort and expense that will be required to implement the proposed NSPS could be better spent on our mission of supporting our troops.