| Comment Number: | OL-10508071 |
| Received: | 3/14/2005 5:27:26 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:
In your Myths and Facts document, you state, 'DoD is committed to ensuring civilian compensation is protected. In fact, the law requires that the aggregate amount of money allocated for civilian compensation for organizations under NSPS cannot be less than the amount that would have been allocated under the existing system. Under NSPS, the overall amount of money that would have been used for the annual January pay adjustment, within grade increases, quality step increases, and similar payments, will be used for civilian pay, and those funds will be protected. However, the proposed NSPS pay system will distribute those funds based primarily on performance.' Let’s look at this closely. 'The aggregate amount of money allocated for ….cannot be less that the amount allocated under the current system'. What this is saying is that there is a fixed pot of money for pay and that the overall pot will be the same under NSPS as would be if we were to have remained under the current system. Now, utilizing basic math, if someone gets significantly more money under NSPS, that means it would have to be taken from someone else. Sound good?? Further, since DoD wants to be salary competitive with private industry for the young college grads, if they get larger salaries as an incentive to join civil service, that means that the money must be taken from someplace else…our former WIGIs or COLAs! It doesn’t take a rocket scientist to figure out that with fixed resources, some gotta win, some gotta loose! Watch out for the office pet who is trying to make you look bad for his/her benefit! Good bye to team work!