| Comment Number: | OL-10502284 |
| Received: | 3/1/2005 2:31:45 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:
The thing about performance for Cost of Living and time in grade increases seems to be or could be dicriminatory in nature. Although the idea to base a cola or step (time in grade) increases for employees seems to be a good business idea for some agencies, it can be viewed as discriminatory because is will pit younger workers against older workers to compete for COLA's and step increases. If the only factor is production and in most cases in a job that requires manual labor or physical abilities, the younger worker will normally prevail. This seems to discrimnate against the older workers in an aging workforce. The system already has performance rewards for those employees that exceed the standards on a constant basis. Why would you need more, ie exclude from pay raises and time in grade increase for all the satisfactory employees that may be too old to maintain the superior performance levels of a younger worker? If we are to reward excellence, then reward the excellant instead of punishing the majority/average employees.