| Comment Number: | OL-10506849 |
| Received: | 3/13/2005 4:40:04 PM |
| 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:
PAY/COMPENSATION: I'VE BEEN WORKING WITH DOD FOR NEARLY 28 YEARS. I'M WAGE GRADE EIGHT, BUT HAVE PEAKED AS FAR AS W.G.I. (WAGE GRADE INCREASE) IS CONCERNED. PERFORMANCE PAY INCREASES WILL REPLACE W.G.I., BASED ON PERFORMANCE/CONTRIBUTION, "RATHER THAN LONGEVITY." I BELIEVE GOOD PERFORMANCE SHOULD BE ACKNOWLEDGED, THAN BAD PERFORMANCE, BUT NOT BY IGNORING THE FACT THE BAD PERFORMER HAS ROOM FOR IMPROVEMENT. IN OTHER WORDS, I THINK ANY WORKER WHOSE PERFORMANCE HAS SLIPPED A LITTLE SHOULDN'T AFFECT HIS STEP-INCREASE. INCENTIVES REALLY SHOULDN'T BE TOUCHED ALONG WITH LONGEVITY. WHICH BRINGS NEXT TOPIC "REDUCTION IN FORCE." IF AN INDIVIDUAL HAS BEEN WORKING FOR A GOOD NUMBER OF YEARS WITH "OUTSTANDING" APPRAISALS. ALL OF A SUDDEN A NEW SUPERVISOR COMES ALONG AND GIVES THIS INDIVIDUAL LOWER EVALUATIONS, MAYBE THIS SUPERVISOR HAS DIFFERENT EXPECTATIONS FOR THIS INDIVIDUAL. MY POINT IS "RETENTION" SHOULD NOT HAVE GREATER EMPHASIS ON PERFORMANCE, THAN SENIORITY. IF PERFORMANCE AFFECTS R.I.F. PROCESS, IN RETENTION, SENORITY (LONGEVITY) SHOULD BE INCLUDED. OTHERWISE, CONSIDER GIVING "BUY-OUTS," TO INDIVIDUALS WHO QUALIFIES FOR "EARLY-RETIREMENT," BECAUSE INDIVIDUALS WITH "LONGEVITY" WILL NOT SURVIVE IN THIS NEW RULE. "IN WITH THE NEW, OUT WITH THE OLD." GIVE SENIORITY AN INCENTIVE, FOR EARLY OUT. IF FRESH EMPLOYEES IS WHAT THEY WANT.