| Comment Number: | OL-10508947 |
| Received: | 3/15/2005 11:36:05 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:
Regarding the proposed Performance Mgmt and Pay Bands elements, I offer the following comments. Pay increase changes, proposed to be based primarily on performance is a wonderful concept! And if I could wave my magic wand to eliminate innate human biases from supervisors and managers, I’d do it and the proposed system would work well. I have had great supervisors who supported me because I was a hard worker, kept my head down and made them look good. But did I get pay raises? No, because I was not in the “fraternity”; you see I am not a middle-aged white man. My supervisors all have been middle aged white men. People (including the almighty supervisor) will spend more time with like-minded folks. Spending more time with people who share your values and interests is natural and is the primary impetus behind the existence of country clubs, organized religions and private schools. Is there anything wrong with these institutions? Well, no. But if my supervisor spends more time with his cronies, he will be more apt to listen to, understand and reward them because a comradely has formed. There IS something wrong with the proposed NSPS mythical notion that all supervisors and managers can make unbiased performance based decisions regarding pay, training and other issues. Is the current GS pay increase schedule good? Of course not one system will fit all, but the current GS system does eliminate innate bias, whether it is intentional or not as it does exists. Why are you pretending it doesn’t? Are you policy proposers that out of touch with the backbone of the workforce? Are you all in the same fraternity? Are you insane? Changing the system in the NSPS proposal is not forward thinking, it is like going back 40 years in time, and really scares me.