| Comment Number: | OL-10509131 |
| Received: | 3/15/2005 1:10:50 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:
The National Security Personnel System is supposed to change our current GS system, but who is going to change my supervisor? In a perfect world, one could base pay raises totally off of performance, but we are human, and our emotions get in the way of an unbiased decision. Yes, I believe that the current system needs help. It has taken some people 6mo-1yr to get hired; for me, it took a month. That is a HUGE difference in time. I have co-workers that get paid much more than me because they have been here longer, but I do more work. I also have co-workers that “work the system” and get paid just as much. With the bad, there is also good. I have co-workers that are extremely proficient at their job and have been here a long time and they deserve every penny they get. These examples are obvious problems that need to be addressed. But if my supervisor has not addressed them to this point, what makes you think that a new system will change anything? I believe that a happy medium needs to be found where longevity and retention is awarded, as well as excellent job performance. The NSPS fact sheet states that supervisors will be trained in this new system, but who will let non-supervisors know the rules? Can I evaluate my supervisor? That is too much power and authority to put in one person’s hands. I am not in the military, I am a civilian worker, if I wanted otherwise I would have signed up. I believe there needs to be more checks and balances when pay is based solely on performance. What if I am an excellent worker, but I may not get along with my supervisor? The NSPS proposed regulations also stated that the new system would not need long and detailed job descriptions. I have a very lengthy job description and am trained in many areas. I have my priority areas, but can move when/if needed. Will the new system just be more “general” and leave out the details that I still have to perform? I like knowing what I am getting into. Another question: What is the “avenue for challenging performance ratings” and will it be as strict and stringent as when my supervisor wants to dock my pay for supposed poor performance? Where are the checks and balances for this system?