| Comment Number: | OL-10501450 |
| Received: | 2/25/2005 9:33:35 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:
If local bargaining units disappear (no more local labor unions at Hanscom), the employee’s appeals rights are dramatically curtailed, pay banding (now scheduled to go into affect at Hanscom – excluding the labs – in July, 2005) will take the place of series/grade structure which makes it very difficult to transfer to any other Gov’t agency still on the series/pay grade system, and the proposed system discourages anyone whose job it is to act as a check and balance (financial, safety, environmental, etc.) from performing their job because you will not be viewed as a team player. Everyone thinks that they will rise like cream to the top, garnishing their salaries with large pay bonuses every year. But you will find that everyone in each grouping will be ranked from first to last. Those ranked first will always – regardless of what they do – get bonuses; those ranked last will always be last. This is a purely subjective rating system with no supervisor guidelines or oversight, but if you’re one to always run into the boss’ office for face-time, you’ll do well. The pay band system will most hurt those civil servants in steps 1-9 of their grade because you will now very likely lose the money you were counting on to get your “high three” years for retirement benefits calculations. This system will also do away with the sharing of knowledge with co-workers because if it means that your appraisal will be based on what you know and how valuable you are to the organization you will want to keep what you know to yourself so you will shine in the eyes of management. This is an extremely unfair labor management system and seems rife with possible abuses.