| Comment Number: | OL-10502925 |
| Received: | 3/3/2005 1:06:32 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:
Re: §9901.409 Rating and rewarding performance. According to this section, “A rating of record will be used as a basis for- (1) A pay determination under any applicable pay rules; (2) Determining reduction-in-force retention standing; and (3) Such other action that DoD considers appropriate, as specified in DoD implementing issuances.” Because an individual’s rating of record relates directly to their reduction-in-force retention standing, there should be a mechanism for recognizing a stellar employee’s performance without providing for a monetary award (neither a pay increase nor a bonus). Each performance pay pool will consist of a fixed amount of money. It is unfair to have to degrade performance ratings simply because one doesn’t have the money to recognize all employees or because the employee is already adequately paid. Table 2.-Sample Rating Methodology illustrates that a Rating Level 5 receives 6-8 shares, a level 4 receives 3-6 shares, and a rating of 3 receives 1-2 shares. As a supervisor, it would be more useful to be able to provide 0-8 shares for level 5, 0-6 shares for level 4, and 0-2 shares for level 3, so that if the budget/pool were to be an issue (shortfall), employees could still be recognized with the appropriate rating even if they do not receive a monetary award.