| Comment Number: | OL-10504298 |
| Received: | 3/9/2005 7:08:59 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:
Overview: While a merit pay raise system appears to reward high achieving performers, in reality it rewards those who are skilled at selling themselves to management and APPEAR to be valuable. Having spent most of my career in the private sector, I have experienced a very positive experience at Navair relative to reviews and pay raises. One of the benefits of a flat rated system is that the individual is only competing with themselves. The backstabbing prevalent in the industry setting is significantly lower. There are always those who compete to look better than their peers, but there are also those who simply enjoy doing a good job for its own sake. The proposed performance based system rewards the showboats at the expense of the quiet highly skilled and productive employees. In general, the average engineer is a highly skilled and highly productive individual. Performance based systems typically provide very lackluster merit raises to the highly skilled employees in order to provide extraordinary raises to the PRETTY BOYS. This new system is a mistake. When we hired into the civilian workforce, we knew the rules and what was expected of us. If we have poor performers, they should be replaced. Civilian employees are not here for the EXTRAORDINARY PAY. We are here because this is the work we want to do.