Comment Number: OL-10501486
Received: 2/25/2005 12:27:09 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:

I have some personal experience with the NSPS pay banding system and have some legitimate concerns over its proposed implementation. About two years ago I accepted a position with the Missile Defense Agency after being an Army civilian for over 20 years. While employed by the Missile Defense Agency they adopted the new pay banding system. I was an NH III and I must say I did very well under the new system. I was one of the very few to do so. Fortunately my supervisory chain liked me and I was rated at the top of my pay band scoring into the NH IV range. Based on my score I was given an award that actually boosted me in to the next pay band. I give you this personal history not to praise the system but to let you know that my concern over this issue stems from a deep moral concern not simply as sour grapes from a disgruntled employee. Since this web site gave me an opportunity to provide feedback on the new pay banding system I thought it most appropriate to bring my concerns to your attention. I am concerned about the future of Government Employment. Most civil servants, like me, are not in it for the money. We enjoy the stability, fairness, and the opportunity to serve the public good. This new system is not fair. While at Missile Defense I witnessed good civil servants with many years of tenure and exceptional records treated poorly and I believe unfairly simply because they did not fit into the “Good Old Boy” system of reward and were outsiders to the managerial chain. It was very evident that the closer an employee was to the flag pole and the more face time that person had with senior leaders, and how much well that employee was recieved by the managerial chain served as the basis of pay increases. Even though I was one of the few people who benefited, it definitely did not foster a productive work environment. I saw those around me de-moralized because they worked hard, contributed much but did not get recognized. Even though the agencies have chosen (mandated) not to violate the civil service reform act the potential is high and the risks grave. The system simply is not fair and needs a significant amount of work before it is fielded. Safeguards to include a system of checks and balances must be implemented and success verifed before the new system moves forward. Please use these candid remarks as an opprtunity to improve Civil Service. I know your efforts are an attempt at improving the Federal Sector but the new system needs significant work before it can be listed as a success. I would like to take this opportunity to wish you well in this endeavor and hope you will take a very candid look at the places where this system is already fielded and use this experience to make improvements before expansion to other agencies.