| Comment Number: | OL-10506022 |
| Received: | 3/11/2005 10:28:15 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:
Greetings, After reviewing the details of this new system I can honestly say this is a mistake. As usual government implements systems without regard to the men/women who hard day/night to make the mission work. This system while it appears to make changes for the best makes things worst in the long run. Supervisors should not be allowed to lower someone pay. Employees should not have to be one of the "good old boys/girls" to get promoted. Promotions should be based on hardwork and results. This new system allows management to play russian roulett with your pay. The current systems allows for annual Cost of Living Increases, which must stay. We need to be assured this is a guarantee. Don't disagree with providing more money for the exceptional employee. Then allow supervisor to approve QSI for superior performers. The government has a tendency to give the appears that they want employees input when in actually the decision has already been made and these comments are a waste of time, however, it's my responsibility as an American to speak out when injustice is staring you in the face....just like taking a stand on Global War on Terrorism. Don't implement this system. Improve how selection process, allow superior performers to move up the chain rapidly and leave our pay system alone....... It's easy to say the system is old and we need a change, however, I'm sure those of you that is making these decisions have progressed for enough in your careers where this system won't have an impact on your livelihood, but those of us who struggle to make ends meet don't deserve a drastic changes. We look forward to those annual Cost of Living raises and it makes a difference. Military personnel receives annual pay raises and so should or civilian workforce. Pay banding is not the answer, repeat pay banding is not the answer. Having the ability to pay someone more for exceptional work should be as easy as a quick email to personnel. Please don't sugar code the positives without stating the negatives. Employees are being brief to work with your supervisors, let them know what your are doing, keep logs show what projects you worked and the impact. I've been a supervisor for over 20 plus years and this was my job to know what my people did and how effective they were. I never base promotions based on personal likes or dislikes (belive you me there are several other managers I know who did), it was always based on superior performance. Finally, you are taking the union out of the picture. Employees will be at the mercy of the management. Is the legal? Hopefully the union will hire a great attorney who will fight this system tooth and nail until it goes away. Because if implemented one day your sons/daughters will feel the impact of such an unfair and unjust system. Mock my words!