| Comment Number: | OL-10501491 |
| Received: | 2/25/2005 12:42:19 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:
My concerns are overall in nature. It is no secret that the current Administration has consistently proposed an annual increase lower than the one the federal workforce has actually been granted. In my opinion, NSPS is a "sneaky" way to lower labor costs under the guise of "pay for performance". The current GS system allows employees to be awarded for performance. Because of this, it is not clear to me why we need to completely overhaul the existing system. Why don't we work with the current system and address its problems rather than dismantle it and go through the extensive and expensive costs of implementing a new one? We have a basic problem that will not be corrected by NSPS. Unlike private industry, our managers are not always picked from the best and brightest. If the best and brightest do not want to apply for a management position, there is no way to force them into management. This is a major difference between the Feds and Private Industry. An employee in private industry seldom, if ever, turns down a promotion. With the increasing pressure on DoD (and the Navy in particular) to downsize, few qualified employees are eager to move into the stressful, demanding ranks of management. As a result, our managers are being selected from a mixed bag of candidates. In some cases, the individuals are ambitions and only looking for a quick climb to the top or a larger salary. I don't see how NSPS will address or correct this fundamental problem. Also, I fear that the "old boys club" which I personally experienced while employed in private industry as a female engineer will come back to roost. I was always proud of my employer, the Navy, because I felt I had a very good chance to compete with little regard paid to my gender. As a female, I see plenty of opportunity for mischief under the new system and little recourse for the employee due to the elimination of Union protections. NSPS effectively guts any power the Union currently has to protect employees. Also, because I am at the top of my payscale with no desire to become a manager, my retirement annuity will probably be lower due to the proposed use of bonuses under NSPS. After reviewing the NSPS proposal, I honestly do not see any benefit to an employee that we don't have available with the current GS system. For monetary awards we currently can receive one-time awards, quality step increases, and non-monetary awards like time off awards. The problem has been the lack of reward money and I don't see how substituting a new system for our current GS system addresses this fundamental lack of funds. Sincerely, Ann B. Quinn NAVICP Mechanicsburg, M0412