| Comment Number: | OL-10510210 |
| Received: | 3/16/2005 7:49:57 AM |
| 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 9902 of title 5, United StatesCode, to amend title 5, Code of Federal Regulations, by establishing chapter XCIX: Subpart C—Pay and Pay Administration. To change to performance-based pay from the current system of annual increases and within-grade step increases is a very bad idea. This is because under the proposed regulations pay will be based on the assessment of performance by an imperfect supervisor. This will move pay from an objective basis to a subjective basis. I have worked for supervisors that believe nearly all employees should be rated exceptional and for supervisors who believe nearly no one should ever be rated exceptional. This difference of philosophy in performance ratings from supervisor to supervisor is exactly what will make performance-base pay subjective, unequal and unfair. The argument that supervisors will receive training on performance and pay issues and as a result all supervisors will rate and pay all employees fairly is unrealistic and out of touch with reality and human nature. If 200 years of DoD history and training have not caused all supervisors to be fair, to be objective and to assess employee performance the same exact way as every other supervisor does, this new system won't either. Leave the system of annual cost-of-living increases and within-grade step increases in place.