| Comment Number: | OL-10509212 |
| Received: | 3/15/2005 1:45:50 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:
I am against the NSPS and changes to the GS system. The major reason is the supervisor controls the system of ratings and performance which drive the salary. This is a very subjective and depends on the supervisor. I have been with the government for 17 years and have had supervisors that were very supportive and worked for employees and tried to treat all the same. However, there have been employees that had their favorites and if you were not among these you were not treated the same. In this type system, even if the supervisor tries to treat the employees the same, the ones that are not rated as high will feel that they are being singled out and will lead to unproductive efforts or discouragement. Even with the GS systems, performance bonuses are based on this system and these cause resentment and feelings that the good old boy network only awards to the supervisors favorite. This was always disruptive and major topic of conversation instead of work performance. This will only increase if salary is based on this and the impact is larger to the employees. The GS at least kept the supervisor's opinion out of the establishment of the salary. In the end, it will only lead to increased discontent and conflict in the workplace to disrupt the work. People will also be less likely to cross supervisors even though they may have the employee doing something wrong if pay is based on the performance rating from the supervisor.