| Comment Number: | OL-10502186 |
| Received: | 3/1/2005 10:46:00 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:
Supplementary Information: Among the many fallacies of the proposed regulations and unintended (or intended) consequences will be the under development of new hires. Under the current system, experienced (older) mechanics or engineers willingly take on the role of mentor to new hires. Mentoring a new hire requires the experienced (older) individual to slow down their own production to train/teach the new hire. The experienced (older) worker does this for the good of the division or department or installation. Now, put the experienced (older) worker in the position that he is competing against the new hire (or other experienced workers) for a pay raise and that raise is based on output, there is no incentive for the experienced (older) worker to reduce their output to take the time to mentor the new hire. There is a possibility that the experienced (older) worker holds back information to ensure job (pay check) security.