| Comment Number: | OL-10504520 |
| Received: | 3/9/2005 3:44:18 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:
I am a proud DOA employee working for our fine military men and women at Fort Carson, CO. I am repsponding to section 7560 of the Federal Register, section covering PERFORMANCE-BASED PAY. If all the DOD monies for raises and rewards are pooled into one fund for all employees of a certain organization, I think there should be an accountability function included into this equasion. I have recieved, and well deserved I will add, time-off awards for superior performance evaluations for the last 4 years I have worked for the DOA. I realize these are not automatic, but the yearly pay increase authorized by Congress are automatic. I worry that an organization, or a green military manager, that has this much power over funds that are supposed to go for raises and rewards will end-up going for other necessities deemed more important and we civilians will not get the monies that are supposed to be ours. I guess what I'm trying to say is that I want to see an accounting process included with the pay pool concept. All monies awarded should be accounted for, posted on a certain date each year, where they went, how much was spent, how much is left, and absoluletly no funds from the civilian pay pool to go for other organizational needs besides the civilian raises and rewards. If management realizes that this money is auditable and they will get fined or jail time for mismanagement of these funds, they will be more careful in allocating these funds to the civilians that deserve raises and awards.