| Comment Number: | OL-10508052 |
| Received: | 3/14/2005 5:13:10 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:
Adjusting Rates (Page 7559): We've been told that annual cost of living raises will not necessarily be granted to all employees. Having been a topped out GS-12 for eight years, this cost of living increase provides minimal relief from the increases in insurance, gas, food, etc. If employees are uncertain of receiving this, morale would be severely impacted. Performance-Based Pay (Page 7560): Rewarding good performers is a good thing, and is common practice in the private sector. However, in the private sector, individual salaries are considered confidential; but in the Government, where non-supervisory workers must prepare project man-hour cost estimates, it would be difficult to keep this information confidential. Performance-Based Pay (Page 7560): As a female in an engineering position, receiving equal pay for equal work was not a big concern with the established pay schedules. If managers have the flexibility to set each individual's salary, this issue is more vulnerable to abuse. Also, my observations of managers has been that they have different philosophies regarding 'rewarding' performance: some want to spread the wealth to everyone regardless of merit, while others do not believe in any reward unless an employee performs a special task in an exemplary fashion. Pay for performance could magnify the inequities of these different styles.