| Comment Number: | OL-10508489 |
| Received: | 3/15/2005 9:11:00 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:
Section C. I am concerned that use of pay bands will not only not foster a spirit of teamwork and cooperation, but will in fact create an environment of "sibling rivalry" among employees. Employees may have little faith in team awards and view new system as a zero sum game, where whatever benefits a coworker potentially costs them. Section d. Supervisors already have means to deal with poor performers as long as they are prepared to provide adequate documentation. Also, unless employees are prevented by law, I am concerned that using pay reduction to deal with poor performance or conduct, will tie management up in substantial litigation, more than offsetting any benefits. Agree with concept of replacing pay for longevity for pay for performance, but wouldn't simply eliminating automatic within-grade increases acomplish this goal? Also, I don't see where use of pay bands will be any more effective in providing means of rewarding high performers who reach top of band than current situation when high performers reach step 10.