| Comment Number: | OL-10504924 |
| Received: | 3/10/2005 1:30:45 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:
My comments are generally directed at “Pay and Pay Administration – Subpart C, Performance-Based Pay”, “Performance Management – Subpart D” and “Workforce Shaping – Subpart F”. I have reviewed many of the comments posted here and, while many of them have made some excellent points, I got a good laugh from some of them. One example: “The present pay system is fair and unbiased, and there are many venues to reward great performers. Most workers are good performers. It is not fair for some who has given so much of his life can easily be replaced by someone new.” First of all, no one ever said life is fair – and the present pay system is surely proof of that. While there are venues to reward great performers, there is also a system in place to guarantee the slug employee automatic pay raises. Why should they improve their duty performance when they are rewarded for simply doing nothing? NSPS will surely do more to MOTIVATE the substandard employee to improve their performance. It is DEFINITELY fair to replace a 20+ year employee with a newer employee – IF the performance of the 20+ year employee clearly justifies it. The fact that an employee has survived in the DOD for a long period should never be a reason to reward/retain them. Yes, there are plenty of good employees out there – but for every good employee there is AT LEAST one employee (if not more) that is just there to take up space, oxygen and a paycheck. Reward based on performance is LONG overdue and I suspect the majority of the folks squawking about it are those mediocre employees who are worried their gravy train is about to come to a screeching halt. To some of the other comments made, I have one question: Have you ever heard of a spell-checker??