| Comment Number: | OL-10507110 |
| Received: | 3/14/2005 8:53:49 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:
I was in the old "GM" system, that was supposed to reward high performers, but it never worked, In Fact, GMs as a group did less well than GSs. One had to be in the top 1/3 of the GMs to keep up with the GSs. Managers of GMs generally spread the GM money fairly evenly over the GM group, in order to avoid feelings of unfairness within the group. I was wondering if anyone had looked at the failure of the GM system to use any lessons that might be gained from it. What are the protections against nepotism and favoratism in the new system, which is why the Civil Service System was created in the first place. The USG is not a profit driven entity and the things that will work in a profit driven system will not necessarily work in the USG. A classic example is TQM! This syatem needs a lot of thought and experimentation before you loose it on the USG