| Comment Number: | OL-10507659 |
| Received: | 3/14/2005 1:43:37 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:
Comments on NSPS. The existing GS system is in need of change; the proposed NSPS system is better but would benefit from some adjustments; some recommendations follow: -Clearly state that: no (acceptably performing) employee will have his or her salary reduced. -Limit extraordinary pay increases both in the amount and number. Limit them to no more than 20% per annum and no more than 5% of the individuals in a pay pool per annum. -Change the implementation due date from “prior to November 2009” to “prior to October 2007”. -Mandate a 5 level performance system (not: “at least 3”) -Mandate that at least 5% (that is one in twenty) of the pay pool workforce be rated in one of the bottom 3 of 5 ratings. Even a modest pay raise to marginally performing employees can be demoralizing to other employees. -Limit the percentage of individuals rate at the top rated level to less than 50% -Change table 1 title from “Sample Classification Structure” to “NSPS Classification Structure” -Call the three levels Apprentice, Pay Band (PB)-11; Journey Level, Pay Band (PB)-13; and finally Expert, Pay Band (PB)-15; thereby reducing confusion when dealing with agencies on the GS salary scale. -Change table 2 title from “Sample Rating Methodology” to “NSPS Rating Table.” -Make the second level (as opposed to a higher level) supervisor the pay pool manager -Dictate that each first-level supervisor be allocated at least 90% of their “fair” share with the balance held at the second level and provide a separate pool fund available for higher lever contingencies.