| Comment Number: | OL-10507134 |
| Received: | 3/14/2005 9:03:48 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 regulations provide little detail in the pay for performance sections. DoD says that the performance payout will depend on the amount of money in the performance pay pool and the number of shares assigned to individual employees. At DoD’s discretion, some pay pools might have proportionally less money than others, leaving smaller amounts for even the top performers. Employees will receive performance appraisal ratings as they do now. Under NSPS, that rating will not translate into an automatic number of shares, such as a level 4 rating equals 3 shares. Instead NSPS would allow the supervisor to decide how many performance shares to give. As an example, DoD says that a level 5 rating might allow 6 to 8 shares, a level 4 rating might get 4 to 5 shares, etc. This means a supervisor could give one excellent employee 4 shares and give another excellent employee with the same rating 5 shares. The second employee will get a bigger pay increase than the first based solely on that supervisor’s decision. This will lead to employees competing with other employees to work on the supervisor's pet project and destroy team work.