| Comment Number: | OL-10510627 |
| Received: | 3/16/2005 10:51:37 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:
NSPS general comments: While the idea of rewarding the high performers with higher pay SOUNDS good, the implementation details of this new plan leaves many questions and concerns. The following are just a few of many concerns and issues that I have found: 1) Early retirement of valuable experienced personnel, reducing the quantity and quality of production--especially in the highly technical science and engineering fields--why stay if you are at the top of your band, with nowhere to go, little if any increase in salary, and little or no increase in retirement benefits? 2) Age discrimination for hiring, promotion, and benefits/rewards, since experienced personnel are usually older personnel near the top of the 'pay band.' 3) Some people who happen to work with with very high performing groups will be at a disadvantage in the distribution of financial rewards/pay increases, since the supervisors are allowed to only reward a few of the top performers --a little like putting all of the 'A' students in the same class, and then forcing the instructor to use the 'normal' bell curve for distribution of grades, resulting in many 'A' students getting C's or lower. 4) Those now under the NSPS are very unhappy with it. 5) Highly qualified skilled, trained, and/or educated people will not seek jobs with the DoD in the future, leaving only the least qualified people willing to accept positions, putting our entire national defense at risk