| Comment Number: | OL-10507639 |
| Received: | 3/14/2005 1:33:00 PM |
| 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:
While the Pay for Performance concept sounds good on the surface, underneath it is wrought with the potential for abuse. In the political climate of an organization, Pay for Performance is just the ticket for promoting those who are politically connected within the organization. Favoritism (already a problem) will be given free reign with the potential for subjective evaluations. Rewards for good performance can be negated anywhere up the chain by personal preferences and prejudices for those being evaluated. Excessive power is given to superiors by the Pay for Performance system whereby one would either suck up or move out. For those who are excellent performers who lack the political savy to garner recognition and in turn, monetary increases, the Pay for Performance system will encourage them to move on to other jobs. This will be a destabilizing influence on any government agency as the knowledge base is continually in a state of flux. Pay for Performance is neither good for the employee nor for the agency.