| Comment Number: | OL-10504363 |
| Received: | 3/9/2005 10:37:02 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:
Top shelf managment at my organization has indicated that they expect employees to become innovative, dynamic, do more than their jobs and work extra hours to be an outstanding employee. Is NSPS going to provide a mechanism that requires managment to spell out in detail the things they wanted completed above our current jobs and provide us with the number of hours above forty that they expect us to work to meet top pay goals? Or, is this going to be some subjective, open-ended quagmire that will leave employees scratching their heads and receiving less than top pay? Also, is the large pool of money under NSPS going to continue to increase each year like those still left in the GS system? I am concerned that after a couple of years the pay bands are not going to go up because the large pay pool of money will be divorced from what is awarded under the GS system. In an nutshell, I am worried that DOD wants to use this system to ultimately flatten pay raises for all. I don't think this will attract and retain the best and brightest personnel. There is also no detail in the proposed regulations as to seniority, pay bands or for that matter much else. Hard to comment on the whole system without all of the facts. I also don't know how contracting got put into this system as an issue. Those are my thoughts and concerns if DOD cares at all and I am quite sure that they don't. Regardless, thank you for the opportunity to comment.