| Comment Number: | OL-10510321 |
| Received: | 3/16/2005 8:53:09 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:
Having worked for the government for 35 years I've seen other attempts to change how personnel are rated. As a manager I have been under the Merit Pay System and now the Acquistion Demo System. I have seen both of these systems manipulated to ensure the "most favored" associates benefit. How pay and performance is graded are managed by a choice few, who want to ensure both themselves and their personal "favorites" receive the best rating possible. If you are part of the upper ranks who control the panels it is very easy to manipulate the rankings to ensure the personnel you want recognized get the best possible scores. I personnally experienced it under Merit Pay and am now seeing the same thing under Acq Demo. There are no controls in place under NSPS to ensure the same thing does not happen, again. Who ever controls the boards, controls the raises, awards, etc. They will ensure their "favorites" get the best scores/ratings/awards. As a manager I cannot see how this new system will benefit either myself or my personnel. I am not on the panels, I cannot fight for ratings for my personnel. The manager who is on the panel does not believe anyone in the organization, exceopt for her favorites, are doing above average work. I have seen people work beyond anything to be expected. I have seen supervisors give them very good ratings. It then goes before the pay panel and it is up to this manager to give input on why this person should be ranked higher than someone else from another area. With the attitude that only their "favorites" are doing a good job, and are worth fighting for, the other personnel are often rated far lower than they should be. At least under the current personnel system we are guaranteed a pay raise as long as we are doing a good job. AND we are guaranteed our cost-of-living raises each January. Under the Acq Demo system, I am not guaranteed to even get my cost-of-living raise. What does a cost-of-living raise have to do with a job performance? Every indication is the new system will also control cost-of-living raises and you will have to compete to get it. As for the new grievance process, as a manager I should be jumping for joy. What an easy way to get around dealing with unions and problem employees. But, how will this new system deal with managers/supervisors who abuse the process to penalize someone who doesn't agree with them. This new system makes that scenario very possible. Their are enough checks and balances in the current system to keep this from happening but I see nothing in the new system. I only have a short time to go before retirement and at this point I am glad because this new system will encourage abuse and misuse.