| Comment Number: | OL-10505759 |
| Received: | 3/11/2005 7:55:44 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:
Perormance Management - Over the 25 years I have worked or the Federal Government I have held several jobs and have worked for many different people. The new system has several major flaws. We are suppose to work in a teaming environment and I feel that the Pay banding will create extreme competition and defeat teaming. If the supervisor and only the supervisor has input to the employee pay considerations. If as we were origionally told that the team would decide how employees were compensated based on their contribution to the team. Once again our pay becomes subject to a personality contest with the same management group who makes the origional decision the ones who mitigate during an appeals process. We will be back to the "Good old boy system". As a woman it has been hard enough to progress at CECOM because I was not an Engineer and worked in the Logistics field. I have my MBA and yet this is not considered. When temporary positions are open they are filled by engineers and the merit promotion process is by passed thus when the position is announced the person who has been appointed to do the job is best qualifited because they have been doing the job. This is very disheartening even with the current system however under the current process my pay is safe from this type of preselection. Under the new process as a woman I feel that once again my pay will be reduced in comparrison to my male counterparts evern though I perform the same funsction. If the PMs that we work for had input to our pay I would rate higher them my male counter parts as they are extremely happy withthe job I perform. But because I do not talk sports and women with the boss I will be rated lower under the new system. Additionally the loss of the unio representation at the local level will severely hurt me if I decide to appeal any job action I feel is injust. It will be hard to prevent any retaliation from management if I should challenge their decisions. At the present time I work for a woman and do not expect to experience this type of discrimination but all of our higher level managers are male engineers and thus since they understand engineering functions and not the logistics functions that keep the Army functioning I expect to experience a certain amount of discrimination wil no appeals process open to me without this reflecting back on me later. Thankfully I am nearing retirement and can leave the government and move to a position in private industry where I will be compensated in a similar fashion to my male coworkers based on my education and experience because in that relm I can sue for discrimination and they take steps to prevent that from happening.