| Comment Number: | OL-10507135 |
| Received: | 3/14/2005 9:04:07 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:
DoD says it will figure out how to determine how much a performance share is worth. An individual employee’s performance payout will be determined by multiplying the share value by the number of shares the employee got. Remember that pay pools contain fixed amounts of money – usually, the more shares given out, the smaller the value of each share. DoD may also provide for control points within a band that limit increases in the rate of basic pay. These are like invisible barriers that keep most employees from ever reaching the top of their band. DoD could require employees to have two years of outstanding ratings, for example, to go above a control point in their band. An increase in basic pay may not cause the rate to exceed the maximum rate or applicable control point. An increase that would raise an employee above the maximum rate of the band or above the control point could get some or all of the increase as a bonus, not added to basic pay. the bookkeeping on this system will be a nightmare!