| Comment Number: | OL-10508920 |
| Received: | 3/15/2005 11:28:27 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:
It’s good that employees will not lose pay during the conversion. I appreciate the creators of the NSPS in their efforts to revamp a large system and look at ways to reward high performing employees. The actual breakdown of the paybands and corresponding salary information is not in the proposed rules. Mandatory Removal Offenses:(Subpart G: 2) More guidance is needed to know what some of these offenses are before they are implemented to remove employees. If the better performing employees earn more, where does that extra money come from? Do the underachieving employees earn less? Unless money is taken away from low performing employees, money will need to be added to this new personnel system. Cost of living increases – If this money is pooled and given out as bonuses, the opportunity for corruption increases significantly. Pay-pool managers/boards: This needs to be clearly defined before implementation. The power of that kind of a board is significant and will require strict guidelines so that the “good old boy” system does not set in. You now add a very human element to determining a person’s salary and that will have consequences of pay being set not on strict universal guidelines but now based on the judgment of a single person or group of people.