| Comment Number: | OL-10508251 |
| Received: | 3/14/2005 10:27:53 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:
1. Reference Rating Methodology, Subpart C. What if I volunteer for a special project and don’t get selected to work it. Will I get credit or points for volunteering? 2. Reference Agile and Responsive workforce, throughout. I am in favor of this policy, even civilians deploying. Will I get bonuses or a guaranteed % of the pay pool if I deploy. If I volunteer to deploy but am not selected, will I get credit for volunteering? I can see favoritism being an issue here. I can also concede that some might volunteer for the points, then back out if selected to go. If the later is the case, no points/credit should be given to that individual. 3. Reference Reduction In Band, Subpart C. Will military spouse “safe pay” procedures still be followed when a civilian employee has to PCS with his/her active duty spouse and is forced to take a down-graded position just to have a job? 4. Reference Performance Management, Subpart D. To what extent will a supervisor be able to make mid-course corrections or modifications to an employee’s performance plan? (i.e. how much can they vary the current workload?) 5. Reference Setting and Communicating Performance Expectations, Subpart D. Will these be done at a local level in conjunction with our scheduled phase-in time for each base? 6. Our current GS system not only specifies pay grade it also correlates to military rank. And, being in a military organization, I believe it is important to be able to classify a civilian based on their military equivalent rank. Will the pay bands be organized this way? (i.e. Pay Band 3 equivalent to an NCO, Pay Band 4 equivalent to a Jr. Grade Officer, Pay Band 5 equivalent to a Company Grade Officer) 7. Reference Recruitment and Competitive Examining, Subpart E. Getting applicants from the local commuting area and other target sources seems to contradict the intent of NSPS. You should get the right person for the job, wherever they are. I firmly believe that variety of experience makes a better employee. Usually a variety of experience is not available from someone who has lived in one area their entire life. Suggest revising this recruiting strategy to emphasize diversity of experience. 8. Reference workforce shaping, Subpart F. I don’t agree that Veteran’s Preference should be #2 as far as retention. I think this contradicts the intent of this personnel system overhaul. If you follow the objectives of the overhaul, the Individual Performance Rating should be #1. 9. I am wondering why each federal organization has different categories/definitions of Pay Bands. Isn’t it true that each federal government agency can determine what grades and duties fall into each Pay Band? For example, if I work for the DoD as a Pay Band 4 and make a lateral transfer (same duties) to the CIA, I could be a Pay Band 3, yet still getting the same pay. The CIA is covered under a separate Pay for Performance Plan called DSIPS. Are the different federal agencies working to standardize Pay Bands?