| Comment Number: | OL-10501235 |
| Received: | 2/24/2005 11:38:53 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:
The concept of pay banding and basing all pay increases and step-grade increases on preformance is a good concept. The major draw backs are the rating of the preformance of any individual is still mostly objective. If for one reason or another a supervisor does not like you, you may never get a great or even good appraisal which would mean no advancement or pay increase. Please keep in mind when you look for errors you will always find them. Dependent on what scope of work a person is assigned to preform. Secondly, a person, even though competent, if not liked or believed not able to preform the task, may not be given assignments that would prove his capabilities and is essense not be allowed advancement due to obsoleteness. I realize these factors should not take place, but do. Until an individual's preformance is mostly subjective and assignment of tasks to prove an individuals capabilities are qually distributed, the concept of pay banding will not work with in the framework that it was designed.