| Comment Number: | OL-10510503 |
| Received: | 3/16/2005 10:09:39 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:
My concern is that there will not be enough money allocated for supervisors to reward their employees the amount of money they feel they deserve. It will be like appraisal money in that you only have so much money to divide it among all your employees. The only way that this system would be fair and equitable is for there to be no limitations on the amount of money allocated for each supervisor to award. Also there are real concerns in placing that amount of supervisory control over a person. Personality conflicts do exist. Therefore your cost of living raise, at least, should be guaranteed every year. Also the new system has not provided us enough information on how the pay bands are broken out and what the competitive process will be based on from one pay band to another. When I hired on 20 yrs ago the promotion tie breaker was your service comp date. Now when I finally have enough yrs of experience to show high enough on the profile you are changing the way the promotions are based on. Palace acquire is a great program - I wish it had been around when I first hired on. But what about the people that have 20 yrs of experience, who have went to school at night and gotten their degrees? We are being bypassed by PACs because they are being given extra consideration and qualifications to get promoted. When they are hired on - all they have is a degree which could be in music, arts etc, yet they are given a job to do based on the simply fact of having any degree. Then they are rotated around from job to job. What about the employees you have already that have both a degree and experience? What program is there for us to cross train or rotate? Another issue is basing promotions on the shred codes on your position description. How many people are currently sitting on a correct pd with the shred codes coded correctly? With this system how can a person ever qualify for a job he/she hasn't already done in the past? These problems need to be addressed for the morale of faithful government employees who have already dedicated 15+ years of service.