| Comment Number: | OL-10510700 |
| Received: | 3/16/2005 11:27:27 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:
The 'pay for performance' concept that works so well in for-profit organizations has not worked for social programs or government. The measure of contribution and results of efforts are not measureable in dollars. How well government performs is determined by each individual based on their perspective, objectives, goals, and values. The system of entitled benefits for government service reflects the ambiguous value of government. Making a 'service' employee dependent upon his supervisor for compensation removes the societal value of the 'service' and replaces it with one individual's value system. This arrangement effectively maks the employee a servant of the supervisor, instead of the people who are governed. The GM program of the early '80s was unsuccesful because there isn't a direct or agreed-upon measure of social good or service value. Implementing this system will negate the last 50 years of development of the civil service system. People who work for profit oriented organizations with 'pay for performance' are not in 'service'. Our elected government officials establish the programs that the governed support, and that is the level where the the people collectively determine the value of the 'service'. That value is reflected by the pay scales established in law and budget by those elected officials. The current civil service system has procedures to correct behavior or dismiss employees that do not perform in an acceptable manner.