| Comment Number: | OL-10502776 |
| Received: | 3/2/2005 8:42:09 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:
Comment 1 (General) not given a lot of information up front when implemtation is do to begin in less than a year. This is a potential career/life changing move for a younger engineer (who are replacing an aging work group), who still does not know any change in compensation after the first year. More information up front would be helpful. Comment 2 (Pay for performance) I work in a Shift type situation where the managers who are above me seldom/never see me in a working enviroment. When working with a manager who is on the same shift as I am (day shift) I recieve very high marks under are current evaluation method. When I work a back shift where a manager who oversees me is not present I recieve only slightly above average marks. How is this new system going to be fair to personell who there mangers do not oversee there work. Will there be a requirment that the person making pay desicions be the person in direct oversight, or will it be left up to the individual entity to decide. Comment 3 (Clasification and job pooling) My work is very specialized requiring additional qualifications that corelate to "better" personel being put through this additional qualfications. Training may take up to 2 years of onsight evaluations, written exams, and oral boards costing large amounts of money to train and qualfy in this postion. Will a position like this be in a hire pay band and will the pay pool only be of these qualified individuals. Specifics (Navy Shipyards qualified nuclear engineers STE or SRE) will we be competeing against each other or against all of the nuclear engineers. There are many positions such as these that require departments to make decisions at a lower level. The current proposal is very vague in this area. Thank you