| Comment Number: | OL-10510911 |
| Received: | 3/16/2005 12:53:38 PM |
| 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: pg 7560 –“ NSPS pay system will be a performance-based pay system that will result in a distribution of pay raises and bonuses based upon individual performance, individual contribution, organizational performance, team performance or a combination of those elements.” The concept that the new system is based upon is a noble one. However the opportunity for abuse of power is great. The obvious problem with this statement is that all of the power rests with management’s evaluation of each employee or group's worth. This evaluation is completely subjective and depends to a great extent on the perception of the rater. It is quite possible that a poor performer who caters to his/her supervisor would receive a very favorable rating, while an excellent performer who does not brown nose would simply be rated successful. The proposed new system affords management too much control. Personality clashes between management and employees often affect the ratings these employees receive. An employee who may hold differing personal beliefs from his/her supervisor can receive a less than favorable rating based on the supervisor’s personal feelings, while a less than stellar employee who strokes the ego of the rater will often be more favorably rated. Performance based pay has the potential to become pay increases based upon which favors and employee is willing to provide in order to receive the better rating.