| Comment Number: | OL-10507360 |
| Received: | 3/14/2005 10:32:47 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 am writing, though I feel my comments will not even be read or considered. Even the briefing at my base last Summer felt like nothing more than a sales pitch for NSPS. At any rate, here are a couple of my comments: FIRST COMMENT: The premis of a pay for performance system as the NSPS tries to embody is one that provides incentive for good and outstanding performance in order to increase the revenue of the a company (in a private sector setting). This is the where the NSPS fails. We are government and can never truly be treated the same as the private sector. No matter how good, how outstanding the government employees performs, the government will not generate more revenue. In the private sector, when employee perform at an outstanding level, and the company brings in more revenue, the employee shares in the revenue by a bonus or increased permanent salary. Unfortunately, as I've already stated, in government there will be no increased revenue to be shared for the outstanding performance. There is a great flaw in this NSPS. It asks all employess to perform at an outstanding level (and with the outstanding performance, the promise for increased salary is understood). However, the DOD budget is and will remain limited and all outstanding performers will not be able to rewarded appropriately for their performance. This system then become a demotivator. SECOND COMMENT: Currently under the GS system, the DOD budget includes projected within-grade-increases (WIGI) for its employees. Under the NSPS, these are only included until FY08. After that, I see it as an easy target for budget cuts when Congress or DOD is looking for a place to cut budgets for their own mismanagment of the Federal and DOD budgets. It's easy to see that we there may be years that DOD employees may receive nothing at all if this system is implemented. I am against the implementation of the NSPS.