| Comment Number: | OL-10508968 |
| Received: | 3/15/2005 11:43:59 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:
Skimming over the 53 pages and reading the supplemantary information, I do not see any information on how one progresses from the Full Performance Level to Senior Expert. On the surface, I like the idea of employees being compensated based on their contribution to an organization, but I believe there are many opportunites for undermining the employees under this new system. It will be very easy to decrease the overall employee compensations over the years based on this new system. I tend to believe this is what will happen and I will be watching my pay increases. Also, whether documented or not, QUOTAS ON EMPLOYEE RATINGS DO EXIST. As a result, if everyone in the organization is a high performer, then not everyone will be adequately compensated for their contribution. Also, with the quaota system, the highest ratings are reserved for employees being prepared for management posistions. Therefore, if there is a high performer in the group that does not want to become management, they will be automatically penalized from the highest ratings and compensation for thir good work. The following text was originally at the beginning of my comments, but I was concerned the feedback provided would not be reviewed if this was the first feedback seen. I still believe it is applicable: 53 pages?!!! You want me to read AND digest 53 pages enough to provide constructive comments? Based on 53 pages, it appears the request for feedback is a sham, so that when employees complain later about some aspect of the new system, you can simply reply that you asked for comments but didn't get enough to justify a change. Beth Starrett OO-ALC/MASEA 801-775-4158