| Comment Number: | OL-10503005 |
| Received: | 3/3/2005 5:00:27 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:
I'm sure that the NSPS's provisions have been drafted with good intentions, but I have grave misgivings, based on accounts of co-workers who have previously worked under pay banding/pay for performance test programs at various activities, concerning just how this new system will actually work. Specifically: (a) I work in Contracts. Many of my technical customers, who will be able to greatly affect my future NSPS performance ratings, simply do not believe that the provisions of FAR, DFARS, etc. apply to the acquisition of their requirements, and that I am not performing when I insist that contracting actions must be done legally and per regulations. What will protect me from ill ratings by those who object to me properly doing my job? (b) If funds are not available to financially reward the superior performers due to depletion of the dedicated fund, where is the incentive, other than professional pride, to push oneself to do a superior job?