| Comment Number: | OL-10511158 |
| Received: | 3/16/2005 2:16:26 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:
I am writing to express some of my concerns about the changes to work rules in the Department of Defense. There have been many attempts to tie performance to pay, including PARS, and Special Act incentive awards, etc, all have failed. The current system is not perfect but it does reward those who are willing to be the top performers. With the proposed National Security Personnel System (NSPS) there two ways that additional pay can be given to an employee for their performance; 1) a bonus which does not affect your retirement or 2) an actual pay raise that will affect your retirement. I feel that option (1) will be used most of the time (if there is any money to fund it). Option (2) will be used sparingly. The pot of money that is designed to be available for the raises will be either small or not available, in effect keeping employees at the same base pay level for most if not all their time in government service. How do you assign the correct job description to every employee that describes what he or she do (what they really do, not just a canned description on the performance appraisal). I work at one of the navy’s shipyards, over the last 20 years I have seen RIF’s and then a period of 6 to 7 years with little to no hiring. With the workforce, average age getting older retention of younger employees will be difficult. I believe that the proposed NSPS will be the wrong incentive approach to improve productivity in the government work force and to treat employees with respect for the work they do. Thank you for your time.