| Comment Number: | OL-10504548 |
| Received: | 3/9/2005 4:38:28 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:
The Navy's Northwest Regional Federal Fire Department is currently 43% underpaid compared to the local municipal fire departments of equal responsibility. How is NSPS going to amend this pay parity issue for the fire department as a whole? My immediate Supervisor is 1 hour and 45 minutes away and involves a State Ferry for transportation to get there. I see my Supervisor about 25 hours a year. There are 6 other employees that are stationed 15 minutes from my Supervisor's workstation. How will NSPS allow for pay for performance? What about coerision? What about the "Good Old Boy" system? How does pay for performance work for Firefighters? We don't produce anything tangible until it hits the fan, and then it becomes a team effort. How can you reward one Firefighter on a team without rewarding the entire Engine Company, or the Station, or the Battalion? I know of a Supervisor who is dyslexic and could not write an appropriate evaluation to save his life. What does this mean for the workers under him? No pay increase? Remember they are already 43% underpaid. Union representation is a pay me now, or pay me latter issue. My Union (on a local level) is preventing DOD loss through safety grievances. If the grievances go away, this does not mean the safety issues go away. This means there will be death or injury. Thus, pay me now or pay me latter. The GS 0081 (Fire Life Safety) series employees currently have special pay provisions for a reason, and they are still underpaid compared to the local municipal Firefighters. NSPS is NOT designed to fit GS 0081 employees! Please omit GS 0081 employees from participating in NSPS (cost reduction plan) as it does not accurately represent, nor can be appropriately applied to Federal Firefighters.