| Comment Number: | OL-10509434 |
| Received: | 3/15/2005 3:19:06 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 theory of pay-for-performance is one that I support since I believe that high performers should be monetarily rewarded. That said, I have been with the government for 20 years and have seen the favoritism involved in Performance awards. NSPS will use the money that would have normally been used for QSI, within-grade-increases, and possibly performance and incentive award dollars in the pay pools. What assurances are there that these same Managers won't continue to reward or impose pay reductions based on favoritism. With the current system you always knew that there would be a step increase and a cost of living increase coming down the road until you could find another job or another supervisor. I work in an area where the Supervisors are brilliant scientists but they are not effective Managers. The proposed rules discuss appeals and that performance expectations would be clear between the employee and the supervisor but those same rules exist now and because we are human, perceptions are very different on expectations and personal feelings often come into play. How will Supervisor's be held accountable for their actions? Will employees get the training/mentoring to improve work performance to get that pay band raise? Or is it business as usual except it's now under a system favorable to DOD Management and not to it's employees.