| Comment Number: | OL-10510371 |
| Received: | 3/16/2005 9:15:17 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:
Performance-based pay. This sounds fine...on paper that is. However, what happens if you have a supervisor who is not fond of you? Someone who plays favorites. We all know this happens constantly in the civilian sector as well as in the federal government. One could do an outstanding job, but the bottom line is is you are not well liked, it doesn't matter how hard you work or how well you perform. You won't receive any pay increase. Yet, someone else who doesn't work as hard as you, does less and does satisfactory work, but is very well liked will get the pay increase. This is not fair. Plain and simple. And like it or not this system gives the employer the right to discriminate against their employees. The Rating Methodology is also a concern because once again how many shares an employee gets is open to favoritism. Even though one may have many accomplishments and achievements, there is too much room for discrimination. And the rating level dictates how many shares one receives, and therefore, how much money you receive.