| Comment Number: | OL-10505961 |
| Received: | 3/11/2005 10:00:19 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:
A concern I have is will be the attempt to retain employees for the future of the organizations. When they are rewarded for retention purposes, the employee with a shorter period of time until retirement could be left out of the pay increase process. Those employees, with say 5-8 years remaining, are the back bone of most organizations, and are used to train, mentor and coach the newer employees. There must me some equity between the seasoned empolyee who continues to do a superior job, and the "hope for the future" employee who is early in their career. A majority of the Generation X do not appear to have the same view of work and the desire to work for an employer for 30 years and retire. As such, we could end up with a real loss of expertise and experience in the not so near future. With this change in employee compensation, which began with FERS in the early 80's, there is no benefits and pay hook that would appear attractive to they types of employees that we will stake our National Security posture of readiness. Employment in the DOD will more like commercial industry, which means that when the economy is booming, people will chase industry jobs. When the economy is in a down-turn the DOD will have a better opportunity to attract good employees, but for how long? We will always have supervisors who take advantage of the system, as we do today. Until the DOD makes a concentrated effort to hold managers accountable for their actions, any system that is put in place will have an uphill battle to achieve equity.