| Comment Number: | OL-10511098 |
| Received: | 3/16/2005 2:00:16 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:
Although I am not in favor of NSPS, one of the elements necessary for this system to succeed is fiscal consistency. I will show you an example of what I mean, but basically it means that from year to year, funding for increases/bonuses must be at least as equal as the prior year --- and, it must be adjusted to accomodate new hires and appointees into the system. Here's an example of where it can go awry: 2005: Worker A is rated excellent - gets an increase of $1000. Worker B is rated average - gets an increase of $500. 2006: (Assume the pool of funds is reduced for some reason) (Same) worker A is rated average - gets an increase of $200 (Same) Worker B is rated excellent - gets an increase of $400 Over the two year period, the workers have performed equally well, but because of the difference in availabililty of funds in the last year, Worker A ends up with a $1200 increase over the 2 years; Worker B ends up with $900. That violates equal pay for equal work principle. It is important that funding from one year to the next, at a minimum, stay the same. Ideally, it should increase every year as Congress has done for so many of the past years.