| Comment Number: | OL-10509117 |
| Received: | 3/15/2005 1:02:30 PM |
| 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:
My concerns are that this will provide the perfect enviornment for the "good o'le boy" system to grow in popularity within the ranks of senior managment. How can managment competently disburse pay raises within the pay band system conciously and not be bias. If at the time they wish to encourage an organization to excel to achieve their own program/project objectives they will ensure everyone is energized to achieve the goal. Will and can some of those funds come out of other organizations that are vital to the overall program operations? Seems that this new system will allow higher and lower management to utilize funding for raises for their own agenda. Again, the good o'le boy system. I've been in the government over 20 years and still see it existing in todays world. It just ensures that it can and will continue at managements discretion. That way management can ensure those individuals that are in their sights can get the pay raises as encouragement. Those individuals that are not in managements good graces will not be given any incentive or encouragement to do better in job performance. This will eventually cause a decline in that individuals productivity, which management will now have the capability to fire the employee for unsatisfactory performance. Thereby, closing the loop in achieving a goal that was already on managements agenda. I do not see how this is constitutional nor within my rights as a government employee. Want to have a impact on pay raises and to control them. Have congress stop giving themselves pay raises. They should be associate with their achievements and accomplishments. Their constituents should be on the one's voting to give them raises or not. Will I still get a locality pay raise yearly?