| Comment Number: | OL-10504352 |
| Received: | 3/9/2005 10:09:15 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:
To Whom it May Concern: I am a member of civil service and also a member of the Oklahoma Air National Guard. My first question specifically addresses performance ratings under the new NSPS system for those like me who could be called to active duty for extended periods of time. 1. Using an example of someone called to active duty for the period of one year, how would that persons performance be rated, and more specifically, what would that person's raise/promotion/bonus for the following year be based upon if the their entire rating period was spent away on active duty serving our country? I searched the lengthy NSPS document for variations on "called to active duty" and got zero returns. Is this issue not addressed under the proposed guidelines? 2. Secondly, how can we ensure fairness for new hires (engineers in my case) that come in under an accelerated promotion contract (GS7/9/11, Tgt. grade of GS12). For new hires who have recently reached their target grade, they will receive consecutive step increases for the next four years (roughly 8% of base salary not including across the board raises) until about 2008. For more recent hires, they will have reached their target grade around 2008 and will fall immediately under the fully (by then) implemented NSPS system and therefore will not receive raises comparable to the step system unless they are the top performer in there workcenter. Hard to do as a new hire. This results in them being far outpaced in salary by there peers who have in essence performed the same function. Reference for this question comes from the section called "National Security Compensation Comparability" on page 7559 of the NSPS document you have provided. Thank you for your consideration. Kevin G. Bobala