| Comment Number: | OL-10508347 |
| Received: | 3/15/2005 5:29:19 AM |
| 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:
GPI as a factor in the incentive program. I believe that the raises and awards combined to create a pay pool make sense to reward performers but that the GPI serves as an offset to the general increases of the cost of living. Since Government service generally pays less than private enterprise, I am concerned that civil service employees will be at an additional disadvantage. Pay Pool Management. As the concept is refined I am concerned about the following situations: Since we are a small installation, 114 staff, but are combined senior grade, middle grade and Federal Wage with both WS, WL and WG it would seem only reasonable that the organization would be responsible for its own pool but that this pool would be subdivided into at least 4 different categories. Since the perception of "fair treatment" is the goal, it is essential that all supervisors be in a collective pool, perhaps even subdivided by pay bands. This would eliminate the perception and practice that juniors lost money brcause the seniors bonuses. An additional complication is managing the pool. All ratings would be required at the same time for members of the pool. If not, then the fair allocation of the pool would not be possible. With regard to the QASAS program. These individuals are assigned to perform responisbilities in this organization but are subject matter experts centrally managed by the Defense Ammuniation Center. How would a pay pool be constructed? If could be local or contralized but who manages the money? Mt last question: Who is the pay pool manager? The concern is that I see it as another responsibility of the senior official of the organization. In my case me. If you think you have animosity between labor and management now, just let me be the one stop shopping guy. I senior rate or review most everyone. I am the senior resolution authority on EEO and Disciplinary actions. I am, in some instances, the rater and senior rater for some folks. And on top of that, I would be the one who decides how much of a pay raise someone gets. I may not have been as articulate in this correspondence as I would have liked, additionally I would ask you to understand that I have had about 5 discussions concerning NSPS since I started writing this document. My staff is concerned from personal and professional perspectives and I want to try to present some concerns so that or if in your discussions or correspondence with senior HR staff about the development of implementing instructions they could address/consider these comments I would appreciate it.