Comment Number: OL-10507811
Received: 3/14/2005 3:22:00 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:

I do not have issues with a specific section, but rather with the entire concept. I think that pay for performance is a positive, rather than pay based on years of service. The flaw with the concept is that in regards to Civilian Payroll, at least at our installation, there is never enough funding, because there are overhires and overtime which consume a significant portion of the Civilian Payroll funding. Will there be any funding available to give the performers the increase that they deserve? At least now, you can at least be assured you will get a step increase, and usually a cash performance award. The other concern is the "squeaky wheel" syndrome, where you have a very vocal manager who is constantly stating how overworked his employees are. As a result, this manager gets the overhires, the overtime money, and a large piece of the performance award pie. If you happen to be an individual who works for a less vocal manager, you will not get what you deserve, because no one is going to bat for you! It is not an unknown fact that in every organization, there are incompetent managers. If you happen to work for someone who is incompetent, they will not even attempt to do any paperwork to get a pay raise processed for one of their employees. Another concern is the "brown noser", or the person who is constantly in with the boss, taking credit for work that was actually done by others. What is in place to take that into consideration? Much of this pay banding theory is based on perceptions, and I don't think perceptions should be used to determine what pay an employee is entitled to.