| Comment Number: | OL-10503487 |
| Received: | 3/6/2005 12:42:33 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:
PERFORMANCE PAYOUT: As proposed, when an individual reaches the top of their pay band they can long longer receive any type wage increase towards base pay. Accepting only bonus pay over basic pay when the pay band ceiling has been reached is not acceptable and provides little incentive from that point on which is counter productive to the concept of pay for performance under NSPS. This creates a dead-end roadblock to individuals that have worked hard to obtain this top level of pay, based on thier skill and performance, only to have to leave (promote) to further increase their salaries for decent and meaningful retirement. There are thousands of individuals that love what they do and are considered experts in their fields. When an individual reaches to the top of their pay band they have only two choices without resigning from DoD. One, be satisfied with the salary cap and remain in the job you enjoy and love, in which you are an expert at. After all, if at the top of the pay band then supervision must consider you a high performing expert (A true model of NSPS who now can no longer be PROPERLY compensated). Two, try to move to another field of work, if possible, to enter a higher pay band. This may be great move for many but also counter productive for likely the same number of people. Moving into a higher pay band just for the money doesn’t mean that individual will be as happy or as productive in their job nor does it now make them an expert in their new field. They will now be faced with years ahead of them to again be the expert they once were in their old field, which now has become a dead-end career as a result of NSPS. This pay cap situation will hold true for all pay bands eventually to thousands of individuals. Capping of a pay band will create mediocre performers at best of what used to be your best, high performing experts. Or these experts, along with their skills, will go elsewhere to obtain a position in a higher pay band likely leaving an unwanted and uncontrollable void in some supervisor’s professional team.