| Comment Number: | OL-10502686 |
| Received: | 3/2/2005 3:27:42 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:
Being a new employee, NSPS has created a lot of uncertainty in a job I entered mainly for its security. An internship ending at a GS 11 was an incentive to enter into government service compared to the private sector. 6 months into my career, I do not know what the future holds for my pay or stability. The information provided by the DOD does not outline its plan for interns, nor does anyone else have answers. It also does not address the issue of pay. No real plans are outlined; it is what college graduates call using “fluff” in the hopes of making someone believe our thesis with no real content provided. I agree people need to be paid based on performance, but why not keep the current GS system and move people based on their appraisals? Many people work hard everyday and should be rewarded. Instead of giving everyone their step increases why not make them earn the raise through excellent performance? 20% of my office is management. For our size those numbers are just not needed. This new system will not take care of problems created in the past; it will force new employees to make up for years of indiscretion. I’m sure people at the end of their career could care less if they are “banded” and remain stagnant until they retire. In theory new employees could get stuck in a band and suffer by decisions made by supervisors. In addition, I do not know if I trust any type of management to decide what a fair way to distribute wages is. In an organization that already resists change a new system will only further slow down an already disorganized system. The argument has been made NSPS will increase your pay more at the beginning and it will all even out in the end. I find this doubtful given automatic cost of living increases will be discontinued. Those at the top will take care of themselves, but those just beginning can find themselves in trouble after only a few years. Barely making enough to get by now, if the cost of living increases without comparable pay increases I’d be forced to find a new job or cut back even more. Basing pay on the local economy is also a poor way to compensate workers. With only a few large companies in our area if one leaves town people will take lesser paying jobs that will be reflected in our workforce surveys. A great plan for those in Washington with a booming economy, but not so great for an average person in the Midwest. I know for myself and others government service is no longer an attractive option. Many young people are trying to get married, start families, and buy homes. NSPS gives managers the option to deploy workers at anytime. This is just not possible for some people. If a job requires deployment it should be made clear upon acceptance, not after the fact. NSPS will not change the fact I enjoy my job and want to accomplish my career goals. However, it will determine if I remain in federal service and if others leave as well. A new problem can arise from this system; an inadequate pool of new workers. The cream will always rise to the top and the private sector could soon be taking advantage of this system by attracting the governments best and brightest with better benefits and opportunities. NSPS creators could also solve a lot of problems by better outlining plans and keeping the unions and workers more involved. Right now the current proposals tell us nothing about what is going to really happen in the next few years. Keeping people in the dark will only create more resentment and hostility to an already controversial proposal. Bring on change if it is productive, but don’t leave the most important people wondering about their futures and families. There is more at stake than just money.