| Comment Number: | OL-10502622 |
| Received: | 3/2/2005 2:08:05 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:
Section 9901.342 "performance payout is a function of the amount of money in the performance pool". This statement reveals that this system is not a true performance based rating system. Budget constraints do not equal a guaranteed raise or promotion potential - regardless of how hard you work; therefore, even a steller performer may remain unrewarded and stagnant in his/her position. The current system guarantees reward, through promotion, step, and/or congressional pay increases. This retains employees. Section 9901.352 "DOD may set pay anywhere within the assigned pay band". This could be lower or equal to what we are currently being paid. Current Federal employees cannot be expected to be rolled into a system that is questionable on what we will be compensated for when our work is a guarantee but our salary is not. Section 9901, Where is career growth if this system is budget driven? There is no guarantee, through NSPS, that Federal employees will receive any incentive to remain in place. Without a guarantee of advancement, whether through congressional COLA increases, step increases, or journeymen positions, you will loose hundreds of valuable employees and the training and resources they provide the younger generation of Federal workers. Section 9901, the proposed NSPS appears that it will leave many employees stagnant in their positions (budget constraints), and as the cost of living increases and medical coverage gets more expensive, this system will only jeopardize the moral of workers not only at work but at home through the family finance sacrifice. Section 9901, "NSPS is designated to promote a performance culture in which performance are more fully recognized". Personally, I have been through this "performance based" system only to realize underneath is a budget-driven system. I remained the same grade/step for three years, being passed over twice despite overall outstanding performance ratings, because there was no money left in the budget. In wartime, how can the Federal Government expect its own employees to believe there will be enough money to promote the achievements of its employees when money is needed elsewhere? NSPS will jeopardize morale and teamwork across the board.