| Comment Number: | OL-10506002 |
| Received: | 3/11/2005 10:18:54 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:
Although I work very hard and nearly always get an exceptional performance rating, I am opposed to NSPS. Even a manager who tries to be fair (and many don't) will have his personal feelings creeping into his performance ratings, and consequently, under NSPS, affecting the salary of his employees. I have observed over and over that certain employees who do a lot less work than others, and have a lot less knowledge about our technical field, are able to get better performance ratings because they know how to manipulate the boss and they feel no guilt in exploiting that. Other harder workers, who expect their work, knowledge, and their personal conduct to speak for itself, get much less credit and will end up with lower salaries under NSPS. It would be difficult to win a protest under these conditions, because our work is highly individualized and is of a nature that evaluations must be largely subjective. Also, I am a GS 13 step 10 which would put me at the top of my pay band. Because I enjoy the challanging technical work I do, and do not wish to apply for management positions, this is as high as I can go. Under the present system, I get yearly cost of living increases and monitary awards. Under NSPS, the cost of living increases would no longer be guaranteed (pay band adjustments are at the discretion of the Secretary -- and who knows if they will ever happen). It seems to me that my salary will just remain stuck where it is, no matter how well I perform. I can easily see how the amount of jealousy and resentfullness will go up and morale will plummet under NSPS.