| Comment Number: | OL-10502019 |
| Received: | 2/28/2005 5:26:42 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:
Per the NSPS OVERVIEW and FACT SHEET, dtd Feb 10, 2005 and briefed to a few DoD personnel on 28 Feb 05: (1) Pay and Compensation - What guarantee is there under the proposed pay system to reward employees via compensation? What guarantees that there will be annual performance pay increase? Comment: At the present time step increases can be figured into the equation along with the pay increases; however, under the new proposed NSPS there is no gurantee that salaries and bonuses will change; rather, it could mean the opposite meaning that DoD employees may never see an increase in pay, because it can be managed and spent without our voice. At this time, this system seems to have more negatives than positives -- seems comparable to the present ideas and questions being debated like our current SSAN system. Too much risk for the common employee to handle is at hand with this NSPS performance-based pay system. I do not want to rely on false hopes which this current proposed NSPS indicates. Most DoD employees only want to know the truth about the system, so why not tell us the pros and cons? Finally, why should DoD supervisors and managers be in charge of our salaries and bonuses? This does not seem right and some supervisors are insensitive to what is really fair or not fair in their eyes as a manager. This now seems like another pay benefit that is going to be taken away from the DoD employee. At this time this proposed pay system does not offer anything good for the DoD employee -- only alot of intimidation and insecurity from management -- so why should we buy into this proposed NSPS system?