| Comment Number: | OL-10504231 |
| Received: | 3/8/2005 6:45:04 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:
After listening to Mr. Brad Bunn at Madigan Army Medical Center I have reached several conclusions: 1) Under this new NSPS system we lose our within grade increases, January's pay raise, and all of our cost of living increases. These dollars will be consolidated into a pool of money that will be used to grant future performance based pay increases. Mr. Bunn stated that all of our appraisals will be due at the same time of year. This is how I see it. Our supervisor's request a salary increase on our behalf because he/she feels that we work hard and want to recognize our efforts. This request goes before (unsure how many boards) for approval. These boards will look at lets say 400 administrative assistants and they will determine by the way our appraisal is written and points assigned and compare our accomplishments among the 400. I can see a couple of pit falls: 1) a supervisor who happens to be a poor evaluation writer and 2) 400 people being pitted against each other. I agree with the concept of "pay for performance" in general, but I want a system that recognizes each of us on our own merit and not being put in a lion's den along with 400 other people to see who is the victor. Who will make up these boards to ensure that there is no favortism toward one department over another, e.g., we all know patient care is #1, so would those employees have a step up when compared to others in the same series who work in administrative areas. 2) Mr. Bunn appeared to be stating two different stories. He stated this will be in effect in July 2005. Then the other story is if the regulations, supervisory training, pay banding, etc are not in place (which to date they are not) then this will not be implimented until they are. Okay, this makes one feel real secure. 3. I wonder why, this system wasn't first tested out on people like Mr. Bunn...in the Washington, DC area. They honestly know this system is full of holes and are still rushing to implement not on our behalf, but at the cost of the civilian employee. The sad thing is everyone feels like they work hard and deserve more pay...that is what is so attractive about "pay for performance." Bottom line is you will lose everything so that a few may get salary increases. You won't get a salary increase because you are a "poor performer." But because there are only so many dollars to go around. If you don't believe this then when was the last time you were given an incentative award! You think it will be any different in NSPS? At least now, your department is given so much money to give awards so at least one of your fellow workers will see an award. Under this new, creatative way of pay banding and committee approval your salary could stagnate due to the number of people you will be pitted against. 2) After all this is done, with the deficit increasing, you will hear more and more about "resourcing." This is anouther word for "privitizing" jobs. The civilian worker will be the one that will be sacrificed to pay this deficit. Our jobs will suddenly be gone. This is already occuring. 3) Our current step increases, cost of living increases, and January pay raises currently are not enough to off set the current raises in medical care and prescription medications. How are we honestly going to be better off??? Mr. Bunn we really need some "real" information to see exactly what you are proposing for us. What is out there is extremely miss leading and I encourage all civilian employees to research and learn as much about this as possible. Because knowledge is power! Thank you for this opportunity to share my viewpoint.