| Comment Number: | OL-10501363 |
| Received: | 2/24/2005 4:58:06 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:
Comments on Subpart C Pay and Pay Administration Pay for performance will cause employees to compete rather than work as a team. It will also lead to a problem with the manager's friends getting better pay than other employees. DOD can train managers until they have the equivalent of a Ph.D and it will still not educate out the human factor of managers liking some people and not others. There is a perfectly acceptable system called merit. That is why it was established. Human nature cannot be trained out of a human. Also, I don't see how insecurity in the amount of pay new employees are going to get from year to year as a recruitment tool to attract the best. As it is, the best go to private sector employment because the government doesn't pay well. All I can envision is a mass exodus and an unstable work force with a loss of institutional knowledge as the best leave for the private sector where the salaries are better. DOD will never put much money into civilian pay. Their goals are set to give the money to Boeing, Ratheon and other industries for weapons systems and planes. They admit that. Pay for performance should be scrapped. Keep the merit pay system. Management can offer all kinds of things in the current system. Why haven't they ever learned to use those tools correctly?