| Comment Number: | OL-10503145 |
| Received: | 3/4/2005 9:26:42 AM |
| 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:
Page 7553, middle column bottom paragraph - Define the core values of the civil service. These need to be defined and provided within this guidance. Also, need to define the differences between the core values and the link to pay for the rewarded basis of the three items: performance, innovation, and results. Page 7555, LHS column - "Guiding Principles..." The guiding principles are missing two of the rewarded basis for pay. WHY? The KPPs listed are at total of six - where the KSA's were three. There is progress towards a simple process, yet all size are still missing the same two reward basis items following performance – innovation and results. WHY? Page 7560, LHS Column - "Performance-Based Pay" Would like to see the employee involved with the pay pool - and still need to add the second and third reward basis items as noted above. There is no room for the employee feed back or input and this is the critical junction and failure of communication flow. There is no allowance or identified need. WHY? Page 7562, RHS column - "Monitoring Performance...." Where are the core values and how do they fit in to this? Where are the other two reward basis items? There is still discussion of three areas to pay (reward?) for performance just like currently provided with the BASIC evaluation. There is no true sense of change here. Section 9901.322, page 7581 - "setting and adjusting rate ranges" Where is the employee involved, included, and allowed to support? This is the failure of this process. Since there are three reward basis issues - where are each one for the consideration of DOD for the total basis of salary establishment and how is this different from the current process anyway? The performance, innovation, and results that the deck plate worker is impacted by are not even considered or included. WHY? If my salary is to be set based on availability of funds - with the current federal deficit - all government contractors and workers should not be paid - starting at the top. Then lets see who is more mission required and labor market critical. Lets flip the table over - UMMMM interesting perspective...lets think about that one. Who is more important? The one who turns the wrench to prevent the leak? The engineer who determined the torque and fitting to prevent a rupture? Just how is the team perspective evaluated? How is the ‘company’ (location, command, fenceline) used to evaluate the three reward basis items? Missing a section allowing for the feedback from the worker to the Secretary. WHY? Page 7584, Subpart D – Performance Management – Section 9901.401, “Purpose.” Performance culture is defined and is missing the core values and two factors of the performance reward basis – innovation and results. WHY?