| Comment Number: | OL-10507435 |
| Received: | 3/14/2005 10:59:34 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:
1. I am all for progress that allows for fair and equitable treatment of employees and one in which high performers are rewarded for their contributions. The new system as outlined in 9901.351, 9901.343, 9901.352, 9901.354, 9901.355 is supposed to address such issues and allow supervisors control over employee salaries. As long as minimum salaries, commensurate with national sector pay salaries for same/similar work is guaranteed, then I can, with some reservations, consider supporting the new system. This should be built into the system as a fair check and balance. An employee should be able to expect at least the minimum salary for work performed. If an employee is so substandard as to not rate being paird a minimum salary, then the employee should not be retained. It is of great importance to the viability of the new program to ensure fair and equitable compensation is paid for work rendered. It cannot be in the best interests of the US economy, DoD, or employee's families to do otherwise. 2. 9901.406 Setting performance expectations that align to organizational mission objectives needs to be typlified. General guidelines should be provided to aleviate personal preferences that do not further the mission. Objective versus subjective standards should become the standard. Training of supervisors and true accountability can only be achieved if these standards are quantified in a sensible and practical manner. Again, the viablility of the new program rests in how well envisioned and outlined the details are so that they can be communicated and put into practice.