| Comment Number: | OL-10510984 |
| Received: | 3/16/2005 1:22:03 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:
Taking away COLA and Locality Pay should have nothing to do with Pay Banding. It would be possible that a medium to low performer - for whatever reason, would never get a pay raise. Would that be fair? NO! I see that the person could have conceivably received his/her last pay raise this Jan. Also, pay banding hinders the team concept. Why would anyone want to help out a team member? Helping a team member could allow that member to move forward in the pay banding and the true helper left behind. Also, what happens if everyone in the section were the best possible performers? Would everyone move forward, or is there a bell curve that each section must meet? Should there be a bell curve, then no matter how hard everyone works, there are sure to be some who would lose out. The present system may need to be fixed, but Pay Banding is not the answer. The problems with the existing system would still remain with Pay Banding - only Pay Banding also introduce a whole new set of additional problems. This system is so vague, to many TBD's, that I don't see how anyone can be ready to implement by June or July of 2005. How can people truly evaluate a system that is still a work in progress? I suggest all of the TBDs be determined then this sent out for review.