Comment Number: OL-10508775
Received: 3/15/2005 10:42:27 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:

Ref. The description of awarding an employee an increase in salary as defined on page 7560, Performance Payout, when the individual is close to his/her pay band ceiling. This does not give this employee the motivation to perform better when they have "maxed" out to the top of their pay bad. Each local organization does not have the ability to promote the individual up to the next pay band so now this person is stuck. How is this supposed to help the outstanding performer and to motivate this individual to perform at an even higher level? I can see this happening at the organization that I belong to because there are several individuals who go way beyond their peers in putting forth 110%. In order for this to work correctly each individual should have an evaluation on his or her "Personnel Description" by the NSPS Team and not the Regional HRO. Then each individual can be graded with his or her peers among the entire Navy Civilian Personnel Organization. New Topic. The "Personnel Description" and Grading Structure or Pay Band should match those positions that are throughout the Navy. I have seen in the Civilian Personnel for the Navy Reserve that this office does not nor will not compare their Civilian Personnel Positions to those at other locations even though the Navy Reserve Civilian Position has more responsibilities. The Navy Reserve Civilian employee is called upon to regularly work weekends to support the mission and is required to meet with their contemporaries at other Navy Commands to work in their specific program or position. Individuals at other Navy commands who have very similar jobs as mine hold GS-12 and GS-13 pay grades yet they have less responsibility or their Personnel Description is exactly the same as my Personnel Description. I see this transition to NSPS as even more destructive to the Civilian Personnel who support the Navy Reserve than our present Civilian Personnel system. The exceptional performer will not be given the motivation to break out of the pack when the financial incentive has been capped. The exceptional performer will soon disappear from Federal Civil Service.