| Comment Number: | OL-10509960 |
| Received: | 3/15/2005 10:04:03 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:
Section 9901.342 Performance Payout – Page 7583 On page 7582, it says that performance payout can be based on individual performance, individual contribution, organizational performance or a combination of those elements. I believe that it should be mandatory that a significant portion of the payout be based on organizational performance. Many of the best-run companies now give most or all of their bonuses based on performance of the organization. I think an individual element is o.k., but I believe that the lack of a team reward may lead us to a worse system than we have now. Significant team rewards encourage employees to pull together and to look out for and to coach and train each other so that everyone carries their load. I worked under such a system at Dominion Energy and it worked well. We all knew what the goals were and what we each needed to do to help achieve those goals. Many companies give an annual cost of living allowance (COLA), a small merit pay raise (to those who receive a rating of at least satisfactory) and a larger bonus (if the company performed well the prior year). If “pay-for-performance payout” is just a bonus (i.e., a one-time payment), then what will it take for one to get an actual pay raise? Some fear that pay raise, even COLAs are being completely eliminated.