| Comment Number: | OL-10506026 |
| Received: | 3/11/2005 10:31:23 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:
The following are some of my thoughts about the implementation of NSPS: -I believe the new system enhances the probability of distrust and dissent among employees as people with the so-called right connections get pay raises and/or monetary awards while other people who quietly go about accomplishing their business (and more) end up with smaller pay raises. What impact is this going to have on the concept of teamwork? -The proposal to base locality pay on the perceived importance of a person's job is ridiculous. If we work at a particular geographic location, the cost-of-living is not determined by the job we do but by housing, transportion, and other living costs in the area. How unjust to penalize someone because his or her specific job is not considered to be as important as the job of the person who may be sitting at the next desk! I doubt this will have a positive impact on employee morale! Are the people in the so-called important jobs able to do their work without the people with the so-calaled unimportant jobs? -The fuzzy logic regarding the annual cost-of-living increases falls into the same category as the above two points and, I suspect, will have similar results on employee morale. In summary, I believe the NSPS is not a win-win proposal in spite of all the advertising and touting to the contrary. I believe the current system is fully capable of fulfilling the need for a quality workforce with quality performance. The problems that exist in the current system are the results of some supervisors not doing their jobs. This will not change under NSPS.