| Comment Number: | OL-10504201 |
| Received: | 3/8/2005 4:48:03 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:
What will I gain under NSPS? Opportunity to have high performance recognized – I guess I’m somewhat confused when it comes to this statement. With the present system, high performance is recognized but to the wrong employees, how is NSPS supposed to make this any better? Workforce Shaping Greater emphasis on performance (over seniority) in retention - I strongly disagree with this statement. I have worked with the government for more than 20 years, and now you’re telling me that performance will outweigh seniority? What if this employee is a supervisor’s “buddy”? I feel that going to NSPS is an even better way for the supervisor to manipulate the system. Employment of Highly Qualified Experts I agree to a certain extent that we need to employ highly qualified experts, but with the growing information technology, hiring an employee with a top of the line degree does not qualify him for the job. For example, a highly qualified employee was hired into a higher position, and did not know anything about the job, whereas you had a highly qualified individual whom was qualified for the job, did not get promoted into that position but had to train the individual for the same job that he/she was well qualified for. How will this play in with NSPS? Poor performers are sometimes the supervisor’s buddy – how is NSPS going to stop the outstanding performers being paid the same as poor performers? Sounds like a joke to me. There needs to be some kind of way we can track and see which employees are receiving awards and how much? Therefore, we will know if the system is really being manipulated, because co-employees will know what kind of job or how well that employee is actually performing? Employee will have greater opportunity to affect their pay through excellent performance With the current system, I performed exceptionally well, was I rewarded fairly? No. I truly and fully contributed towards the mission success. What makes NSPS any different? When everyone will be rated on the same factors – how can you compete against someone whom may utilize communication/leadership more than another individual whom basically does not have to utilize that particular factor in performing their duties? Positions grouped in broad career groups and pay schedules based on nature of work, mission, career patterns, and competencies What if you have several career groups – how will the budget play a role in this? You may only have $20000 in the pool? You give 2 employees an award for a total of $16000 for their exceptional performance, but when it comes to my exceptional performance, there is only $4000 remaining in the pool, but I was supposed to get a reward of $8000, but now we have a little budget deficit? How and when will I be rewarded for my exceptional performance? And also, when you reach the full performance level, how do you advance to the next level? Will this be a promotion you have to compete with others? Annual performance pay increases Locality pay will just disappear? How can you justify doing this when this privilege is giving to employees automatically to keep up with the high cost of living from year to year, now this will be added to the pool, and you will receive it based on performance/contribution, once again if you’re not a “boss kisser” you’re out of luck! Recognition of conduct (behavior, professional demeanor) as an element of performance Notify employees at mid-year concerning conduct. I have always carried myself in a professional manner, but for many years I have observed poor performers be rewarded for doing nothing.