| Comment Number: | OL-10501404 |
| Received: | 2/25/2005 6:49:55 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:
Pay for performance This is a very serious change, and one I believe to be extremely dangerous. I am part of the younger generation (I've been in civil service for 2 years now right out of college). I know that at my age and education, I can find a job in the private sector that surely pays more. However, I passed that up because I liked the system that the DoD uses with the GS pay scale. It is cut and dry. No worries. Now, with this pay for performance, we say that we will reward those that perform well with a raise. But what about the person who works extremely hard, clearly shows concrete/beneficial results, and at review time they find out that did not receive a pay raise. What does this do to the morale of our employees? Especially if someone who clearly does not work hard comes out with a pay raise simply because they are friends with the supervisor. I mentioned earlier that I have been in civil service for two years out of college, and if I see this type of "good old boy" treatment happening, I can assure you that I will start to look outside of the government. I'd rather take my chances with a much higher "base" salary in the private sector and earn promotions and raises there than have to take a lower salary here and never earn a pay raise. The young civil service workers see what is going on, and I am not alone in my thoughts. As our workforce ages, we need to pass along their knowledge to the next generation. However, if we cannot keep the next generation to stay with the government, there will never be that successful exchange of knowledge. This will have a serious affect on the performance of the DoD. This system will fail. In the end, people see that they are losing respect. I know that our organization works extremely hard, and it inspires me. But, as time goes on, these people will leave for higher ground as the pay for performance does not pay. It should be up to our managers to assure that they hire someone who will not sit around doing nothing. And, if they do, they should be fired. Why don't we refine this system, rather than punishing the 99% of hard workers because of the 1% of lazy workers. I wish I could truly convey my distaste, and DISTRUST for this system. We all know, whether we say it or not, that this is a bad idea. And I know that my few words will not change this. In the long run, the retention of employees and knowledge (or lack of) will show that this program was not justifiable.