| Comment Number: | OL-10509767 |
| Received: | 3/15/2005 5:50:03 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 have worked as a civilian for the Army for over 20 years. Where I work, roughly a decade ago, everyone had to attend Total Quality Management (TQM) training. One of the main concepts stressed was that money is not a good motivator for most people. In fact, often the opposite is true. I observed this first-hand in dealing with an office known for its generosity in handing out performance awards. Yet people complained about how some people didn't do much and still got large awards. Secretaries were upset because other secretaries got larger awards. For these people, getting monetary awards didn't seem to affect their productivity (at least not in a positive way) or morale. I am therefore highly skeptical that NSPS will improve performance. Even though individual ratings are supposed to be kept secret, rumors have a way of spreading, and people who get smaller raises will likely feel cheated. It also seems to me that the process of having a pay pool panel adds a layer of administration. The variations in pay will almost certainly complicate payroll processes. It is claimed that NSPS will simplify the hiring and firing processes, but I haven't yet seen how it will do this. Also, giving more weight to performance ratings, as opposed to seniority, could lead to higher ratings for favored employees, at least to some extent. Also, I don't understand how NSPS will improve national security.