| Comment Number: | OL-10501370 |
| Received: | 2/24/2005 6:23:56 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:
"Where's the beef? " I see a lot of words and very little substance. How can DoD implement this system when the details haven't been worked out. Or are we supposed to just buy a pig in a poke? 9901.211DoD may establish career groups. What are these career groups? 9901.212 DoD may establish one or more pay schedules within a career group. Each pay schedule may include two or more pay bands. What are these pay schedules and pay bands? 9901.342 The NSPS pay system will be a pay for performance systems .. What are the specifics of this system? As a 30 year federal employee, I have seen performance evaluation systems come and go, each one promising to fix the abuses of the previous system. It never works. Evaluation of performance is subjective and subject to the whims and favoritism of the supervisor. The new system appears to lend it self to abuses than the existing system. At least under the existing system and employee gets WGIs and annual pay increases. Under the new system the employee will be at the mercy of the supervisor. Employees will become victims of favoritism. "Equal Pay for Equal Work" will become a thing of the past. Pay pools will be a joke. The money and rewards will stay at the top, as the management structure rewards themselves. The average employee will get little or no increase in pay. Meanwhile, health insurance costs keep going up. Have the current demonstration projects been objectively reviewed when it comes to pay for performance? How many EEO complaints are filed in demonstration projects, that really revolve around pay for performance? Employees denied other avenues of appeal/grievance may use EEO as the only way to be heard. DoD is fooling itself if it thinks this system will enable DoD to attract , build and retain a high performing workforce focused on effective and efficient mission. What DoD will end up with are the sycophants, those whose main skill is kissing up to the supervisor. The true workers will leave DoD for other non DoD agencies, retire or leave federal employment. I object to the statement NSPS is essential to create an environment in which the total force, uniformed personnel and civilians, thinks and operates as one cohesive unit. What a slap in the face to the loyal civilian employees who supported the military throughout Vietnam and Desert Storm! The civilians I have dealt during my 30 year career knew they supported the military and they cared about the uniformed personnel they supported. If uniformed personnel and civilians are one cohesive unit, pay increases based upon performance? If the military get an annual pay increase the civilians should get one.