| Comment Number: | OL-10502720 |
| Received: | 3/2/2005 5:05:28 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:
Reference Page 7560 – Performance Pay Pools: “The amount of money available within a pay pool is normally based on the money that would have been available for within-grade increases, quality step increases, promotions between grades that have been banded in the NSPS pay system, and applicable across-the-board pay increases. Funds previously used for end-of-rating cycle performance awards or incentive awards may also be used to fund the pay pool.” It is WRONG to put across-the-board living increase into the pay pool. NEVER place cost of living increases and locality pay in danger. Not all government workers are ‘stellar’ or ‘bottom of the barrel’ performers. Many government workers come to work every day, enjoy our jobs, accomplish the mission, work steady, do not blow our own horns and do not play the political game. The regular worker is never going to be able to keep up with insurance premium increases and inflation. It is unacceptable to place cost of living into the pay pool panel. We hear that no one will loose money transferring into NSPS. There will be buy in money for everyone. After the buy in all future increases are based on the personal relationship between the employee and supervisor. A pay panel will review pay increases and awards. They don’t have a clue who we are or what we do. That is too subjective for the average Joe. DO NOT place our yearly cost of living increase in jeopardy.