| Comment Number: | OL-10502993 |
| Received: | 3/3/2005 4:13:10 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:
General Topic: There is the potential for Management to loose perspective. It could return to a buddy system, where "friends" of Management gets the big raises regardless of merit, and those that have different opinions then current management could be let go, or an uncomfortable work environment may exist because the employees feel their work doesn't matter since the boss's friends are getting all the raises. No matter how much government employees are promised that it won't happen, at some time it will(human nature). If somebody has a good idea they may not let it be known because of fear of reprisal that current management won't like it. Hiring Flexabilities: This could be good as long as the government has money to do the hiring. The problems I've seen is that even when there is a lot of work, the government has a hiring freeze on. I've seen the hiring of contractors grow and grow because of differnt pots or color of money, even when the contractors are 2 and 3 times the salary of the government employee. Pay Bands: As far as the Pay Bands and Pay raises is concerned, the first thing the President does if there are money problems is to take the annual pay raise down, even when bills have been passed for comparable wages with the private sector. So I see that it has been made eaiser because even when the annual pay raise was 0, with the steps sometimes you could get something. Now that the steps are gone there is the "potential" never to get a raise again even if you are a top performer. I don't think this will happen but the potential exists. There is also a problem with self-evaluations that management will use because if there is a very humble employee, he/she could be a top performer but see themselves as average and therefore will not get the raise they derserve. Summary: In summary I would like to say that this system seems to be very anti-average worker. Remember that even if you grade on a bell curve the majority is average, and nobody likes to be considered just average, so the potential for back stabbing will be on the rise. I got many outstanding performances before we went to the pass/fail, so I'm curious to see the kind of performance ratings I'll get under the new system.