| Comment Number: | OL-10507774 |
| Received: | 3/14/2005 2:58:45 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:
After reading this document I am confused. Will everyone get the cost of living increase wihich is based on our economy or does the money go to a pool to reward performance. Is not everyone affected by the economy? I can't see where this has anything to do with performance. What kind of performance reward will someone working at the top of a pay band be entitled to? Will veterans loose their status once hired? What about the spouse preferance for military spouses? How can you compare someone with 10 to 20 years experience with someone newly hired and not consider longivity? My most urgent concern is the opportunity for the "good ole boy" system to fester and grow with this system. I have seen no evidence of anything to prevent this happening, instead this new system seems to encourage favortism. In my current organization we have one supervisor that would take full advantage of the new system to get rid of people he does not like or feels is a threat to him reguardless of the work the person does. What about the quiet person that does their job extremely well but does not get into the politics of the work force - do they stay at the same pay for years and years, I can see that happening also. Who grades supervisors and managers? What if you have a non-performing supervisor who is responsible for rating your performance? Maybe some interaction with employees in the trenches would benefit the people setting the rules. Yes, our personnel system needs updated but lets do it fairly. How many of the policy makers will actually be working in this system?